Common use of THE INTERACTIVE PROCESS Clause in Contracts

THE INTERACTIVE PROCESS. 1. When an employee requests reasonable accommodation for a disability or the University has reason to believe that a reasonable accommodation is needed, the parties will engage in the interactive process, which is an ongoing dialogue between the employee and appropriate University representatives about possible options for reasonably accommodating the employee’s disability. Options for reasonable accommodation may include, but are not limited to: assistive devices; modification of existing facilities; restructuring the job to eliminate non-essential job functions; and leaves of absence. 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. The employee may have his or her representative in the interactive process meetings to facilitate the process, provided that applicable local requirements are met. 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 issues related to the 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 accommodation(s) will be implemented. The University will not implement an accommodation that would present an undue hardship.

THE INTERACTIVE PROCESS. 1. When an employee requests reasonable accommodation for a disability or the University has reason to believe that a reasonable accommodation is needed, the parties will engage in the interactive process, which is an ongoing dialogue between the employee (and, if requested by the employee, their Union representative) and appropriate University representatives about possible options for reasonably accommodating the employee’s disability. Options for reasonable accommodation may include, but are not limited to: assistive devices; , modification of existing facilities; , restructuring the job to eliminate non-essential job functions; , telecommuting, and leaves of absence. 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. The employee may have his or her representative in the interactive process meetings to facilitate the process, provided that applicable local requirements are met. During the interactive process 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 issues related to the 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 accommodation(s) will be implemented, so long as the accommodation implemented is reasonable. The University will not implement an accommodation that would present an undue hardship.

THE INTERACTIVE PROCESS. 1. When an employee requests reasonable accommodation for a disability or the University has reason to believe that a reasonable accommodation is needed, the parties will engage in the interactive process, which is an ongoing dialogue between the employee (and, if requested by the employee, their Union representative) and appropriate University representatives about possible options for reasonably accommodating the employee’s 's disability. Options for reasonable accommodation may include, but include.but are not limited to: assistive devices; modification devices.modification of existing facilities; restructuring the job to eliminate non-essential job functions; telecommuting, and leaves of absence. 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. The employee may have his or her representative in the interactive process meetings to facilitate the process, provided that applicable local requirements are met. During the interactive process process, the University considers information related to: the essential functions of the job; , the employee’s 's functional limitations; possible accommodations; the reasonableness of possible accommodations; and issues related to the 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 's suggestions regarding which accommodation(s) to implement, the University will determine which accommodation(saccommodation{s) will be implemented, so long as the accommodation implemented is reasonable. The University will not implement an accommodation that would present an undue hardship.