Workplace Accommodations Sample Clauses

Workplace Accommodations. (a) Employees who request workplace accommodation will be given the option to have Union representation at meetings where a return to work (RTW) accommodation is developed. If the employee elects to have Union representation, any member of the Local executive may be asked to participate. (b) It is understood that once the initial return to work plan has been developed, the employee’s supervisor will meet with the employee on a regular basis as required. In the event the employee has concerns over any return to work plans, the employee may elect to request a Union representative attend the meeting with the Employer.

Workplace Accommodations. 1. The-University recognizes the importance of the full inclusion of individuals with disabilities at Yale as part of a commitment to creating a diverse, inclusive workplace; to maintaining a non-discriminatory learning and working environment; and removing barriers that prevent Graduate Workers from requesting reasonable accommodations. The University will comply with the Americans with Disabilities Act and any other applicable federal and state laws that prohibit discrimination on the basis of disability. 2. A Graduate Worker and their Supervisor may discuss and implement a reasonable accommodation on an informal basis. Informal reasonable accommodations may include, but are not limited to, adjustments to a Graduate Worker's assignment, hours, responsibilities, workplace health and safety measures, and/or work location. Accommodations implemented pursuant to this section shall not prevent a Graduate Worker from formally requesting an accommodation through the formal process as set forth in Section 3 below. a. Graduate Workers shall not be required to provide medical documentation to their Supervisor in order to request an informal reasonable accommodation. b. Any informal accommodations made pursuant to this section will not create a precedent with respect to any other informal or formal pending or future accommodation requests. 3. A Graduate Worker may file a formal request for a workplace reasonable accommodation by completing and submitting an Accommodation Request form to the University. This form is available at Office of Institutional Equity and Accessibility and Title IX Office Reporting Form (xxxxxxx.xxx) or xxxxx://xxxx.xxxx.xxx/policies-procedures/policies/9000-yale-university-policy- against-discrimination-and-harassment. The University may require a Graduate Worker to submit medical documentation concerning their disability, medical condition, injury, or impairment as necessary to process a formal accommodation request. A Graduate Worker may request a meeting to begin discussion of their accommodation request prior to submitting their medical documentation. a. The formal process to implement an accommodation, including notice of implementation or non-implementation to the Graduate Worker, will happen in a timely manner in consideration of the duration of a Graduate Worker's position. b. The University shall generally meet with a Graduate Worker no later than three (3) weeks after the completed submission of a formal Accommodation Request and ...

Workplace Accommodations. (a) Employees who request workplace accommodation will be given Union representation at meetings where a return to work (RTW) accommodation plan is developed. The Union will keep the Employer informed of the designated representative from the Local who will attend these meetings. (b) It is understood that once the initial return to work plan has been developed, the employee’s supervisor and/or the Employee Health Coordinator will meet with the employee and designated Union representative to present the plan. Further to that, the parties will meet on a regular basis as required. (c) Problems with the employee’s return to work should be discussed by the parties immediately. (d) Any medical documentation related to the return to work plan requested by the Employer will be at the Employer’s expense.

Workplace Accommodations. Non-Occupational Disability An employee who, through illness or injury, cannot return to their normal duties and responsibilities on a temporary basis, will be accommodated pursuant to the Ontario Human Rights Code. The employee shall be granted wage protection at their pre-disability level of pay for their position for the duration of the temporary accommodation. It is understood that nothing in this section is intended to limit or expand the Employer’s, the Union’s or the employee’s obligations to accommodate disabled employees under the Ontario Human Rights Code.

Workplace Accommodations