REASONABLE ACCOMMODATION AND DISABILITY SEPARATION Sample Clauses
REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 The Employer and the Union will comply with all relevant federal and state laws, and regulations providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, Human Resource Services will make the reasonable accommodation written procedures available to an employee.
34.2 An employee who believes that they suffer a disability and requires a reasonable accommodation to perform the essential functions of their position may request such an accommodation by submitting a request to the Employer.
34.3 Employees requesting accommodation must cooperate with the Employer in discussing the need for and possible form of any accommodation. The Employer may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer expense. Medical information disclosed to the Employer will be kept confidential.
34.4 The Employer will determine whether an employee is eligible for a reasonable accommodation and the accommodation to be provided.
34.5 An employee with permanent status may be separated from service when the Employer determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the Employer based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer can require an employee to obtain a medical examination, at Employer expense, from a licensed physician or licensed mental health professional of the Employer’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations.
34.6 When the Employer has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position for which they qualify, or the employee requests separation due to disability, the Employer may immediately separate the employee.
34.7 The Employer will inform the employee in writing of the option to apply to return to employment prior to the employee’s separation due to disability. The Employer will provide assistance to individuals seeking reemployment under...
REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 40.1 The University, Union, and employee will comply with all relevant federal and state laws, regulations, and executive orders, and with the provisions of University policy in providing reasonable accommodations to qualified individuals with disabilities.
40.2 An employee who believes that he or she suffers a disability and requires reasonable accommodation to perform the essential functions of his or her position may request such an accommodation from the Human Resources disability specialist. Employees requesting accommodation must cooperate with the University in discussing the need for and possible form of any accommodation.
40.3 The University may require supporting medical documentation with any request for accommodation, and may require the employee to obtain a second medical opinion at University expense. Medical information disclosed to the University will be kept confidential, in a file separate from the employee’s personnel file and disclosed only on a need-to-know basis.
40.4 The University will determine whether an employee is eligible for a reasonable accommodation, and the final form of any accommodation to be provided. If the University determines that an employee’s disability cannot be reasonably accommodated, including consideration of whether a move to a vacant position for which the employee is qualified might be a reasonable accommodation, the employee will be separated from service due to disability. Prior to any final decision regarding a disability separation, the University will notify the employee of its determination, and provide the employee with an opportunity to discuss that determination.
REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 The Employer and the Union will comply with all relevant federal and state laws, regulations and executive orders providing reasonable accommodations to qualified individuals with disabilities.
REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 The Employer and the Union will comply with all relevant federal and state laws, regulations and executive orders providing reasonable accommodations to qualified individuals with disabilities.
34.2 A. An employee who believes that they have a disability and requires a reasonable accommodation to perform the essential functions of their position may request such an accommodation by submitting a request to the Employer.
REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 The Employer and the Union will comply with all relevant federal and state laws, and regulations regarding the employment of persons with disabilities and will provide reasonable accommodations to qualified individuals with disabilities. Reasonable accommodation may include job restructuring, or modification of the work environment, methods or equipment that make it possible for an employee with a disability to perform the essential functions of a position, or that enables the employee to enjoy the benefits and privileges of employment as are enjoyed by other similarly situated employees without a disability. Reasonable accommodation will be implemented as long as it is medically necessary and does not impose an undue hardship or a direct threat.
REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. Disability Accommodations
29.1 The Employer and the Association will comply with all relevant federal and state laws, regulations and executive orders providing reasonable accommodations to qualified individuals with disabilities.
29.2 An employee who believes that they suffer a disability and requires a reasonable accommodation to perform the essential functions of their position may request such an accommodation by submitting a request to the agency. The Employer will acknowledge receipt of the request for reasonable accommodation and will determine whether an employee is eligible for a reasonable accommodation and the final form of any accommodation to be provided. The Employer will begin processing a reasonable accommodation request within thirty (30) calendar days.
29.3 Employees requesting accommodation must cooperate with the agency in discussing the need for and possible form of any accommodation. The Agency may require supporting medical documentation and may require the employee to obtain a second medical opinion at agency expense. Medical information disclosed to the agency will be kept confidential.
29.4 The Agency will determine whether an employee is eligible for a reasonable accommodation and the final form of any accommodation to be provided. A status update will be given to the employee within thirty (30) days of the submittal of the request and each thirty (30) days thereafter.
29.5 An employee may request a reasonable safety accommodation if the employee or the employee’s family member is a victim of domestic violence, sexual assault or stalking (victim). An employee may be required to show verification of the need for a safety accommodation by providing a police report showing the employee or family member was a victim, a court order protecting or separating the victim from the perpetrator of the act, or other evidence from the court or the prosecuting attorney to support the request. Documentation from an advocate for victims, an attorney, a member of the clergy or a medical or other professional who provides services to such victims may be provided, but it shall retain its confidential or privileged nature of communication pursuant to state law. An employee can also provide a written statement that they or a family member are a victim and in need of the safety accommodation. Verification of the familial relationship to the victim can be in the form of a statement from the employee, a birth certificate, court document, or other similar...
REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 21.1 The College and the Union will comply with all relevant federal and state laws, and regulations providing reasonable accommodations to qualified individuals with disabilities. The College will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, Human Resource Services will make the reasonable accommodation written procedures available to an employee.
21.2 An employee who believes that a disability exists and that they require a reasonable accommodation to apply for positions within the College, to perform the essential functions of their position, and/or to complete training offered by the College may request such an accommodation by submitting a written request to the College.
21.3 Employees requesting accommodation must cooperate with the College in discussing the need for and possible form of any accommodation. The College may require supporting medical documentation and may require the employee to obtain a second medical opinion at College expense. Medical information disclosed to the College will be kept confidential. Medical documentation will be kept in a secured location.
21.4 The College will determine whether an employee is eligible for a reasonable accommodation and if an accommodation can be provided. The employee will be advised of the College’s determination consistent with the Reasonable Accommodation in Employment policy dated July 26, 2005 and internal procedures.
21.5 An employee may be separated from service when the College determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the College based on an employee’s written
21.6 When the College has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position for which the employee qualifies, or the employee requests separation due to disability, the College may immediately separate the employee.
21.7 The College will inform the employee in writing of the option to apply to return to employment prior to their separation due to disability. If requested by the separated employee, the College will provide assistance to individuals seeking reemployment under this Article for two (2) years following the date of separation.
21.8 A disability separation is not a disc...
REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 72 ARTICLE 28 LAYOFF AND RECALL 74 ARTICLE 29 PRIVACY AND OFF-DUTY CONDUCT 79 ARTICLE 30 HIRING AND APPOINTMENTS 80 ARTICLE 31 MANAGEMENT RIGHTS 86 ARTICLE 32 DRUG AND ALCOHOL FREE WORKPLACE 87 ARTICLE 33 TOBACCO FREE WORKPLACE 88 ARTICLE 34 TOOLS AND EQUIPMENT 88 ARTICLE 35 TRAVEL 88
REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. The provisions of this Article do not apply to the Department of Corrections, see addendum A.
REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 The Employer and the Union will comply with all relevant federal and state laws, and regulations providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, the Human Resources Office will make the reasonable accommodation written procedures available to an employee.
34.2 An employee who believes that he or she suffers a disability and requires a reasonable accommodation to perform the essential functions of his or her position may request such an accommodation by submitting a request to the Employer.
34.3 Employees requesting accommodation must cooperate with the Employer in discussing the need for and possible form of any accommodation. The Employer may require supporting medical documentation and may require the employee to