Common use of THE INTERACTIVE PROCESS Clause in Contracts

THE INTERACTIVE PROCESS. 1. The interactive process is an ongoing dialogue between the employee and appropriate representatives of the University about possible options for reasonably accommodating the employee's disability. Options may include, but are not limited to: a modified work schedule; a leave of absence; reassignment; modified equipment; assistive devices; modification of existing facilities; and restructuring the job. Both the University and the employee are expected to participate in the interactive process in good faith, which includes engaging in timely communications regarding possible reasonable accommodation. 2. During the interactive process, the University considers information related to: the essential functions of the job; the employee’s functional limitations; possible accommodations; the reasonableness of possible accommodations; and implementation of a reasonable accommodation. This information will be used by the University to determine what, if any, reasonable accommodation will be made. While the University will consider the employee’s suggestions regarding which accommodation(s) to implement, the University will determine which accommodations(s) will be implemented. The University will not implement an accommodation that would present an undue hardship. 3. If necessary, a similar analysis for accommodation shall be conducted of other open positions for which the employee has applied and is otherwise qualified. If requested, a copy of the job analysis will be provided to the employee and Union, if authorized by the employee. 4. Upon request by the employee, an employee's representative shall participate in the interactive process. 5. University-wide and local procedures provide further guidance on the implementation of the interactive process.

THE INTERACTIVE PROCESS. 1. The interactive process is an ongoing dialogue between the employee and appropriate representatives of the University about possible options for reasonably accommodating the employee's ’s disability. Options may include, but are not limited to: a modified work schedule; a leave of absence; reassignment; modified equipment; assistive devices; modification of existing facilities; and restructuring the job; and reassignment. Both the University and the employee are expected to participate in the interactive process in good faith, which includes engaging in timely communications regarding possible reasonable accommodation. 2. During the interactive process, the University considers information related to: the essential functions of the job; the employee’s functional limitations; possible accommodations; the reasonableness of possible accommodations; and implementation of a reasonable accommodation. This information will be used by the University to determine what, if any, reasonable accommodation will be made. While the University will consider the employee’s suggestions regarding which accommodation(s) to implement, the University will determine which accommodations(saccommodation(s) will be implemented. The University will not implement an accommodation that would present an undue hardship. 3. If necessary, a similar analysis for accommodation shall be conducted of other open positions for which the employee has applied and is otherwise qualified. If requested, a copy of the job analysis will be provided to the employee and Union, if authorized by the employee. 4. Upon request by the employee, an employee's ’s representative shall participate in the interactive process. 5. University-wide and local procedures provide further guidance on the implementation of the interactive process.