There may be times when the appropriate accommodation is obvious. If you know an employee with a disability has a need, you can begin the interactive process in good faith. Let's say you have an employee that uses a wheelchair. e e e e e y y y 8 y * F f* h* h* h* h* h* h* - / hn CJ ) $ % A B c ) * 6 gd] F^F 8&#$$d &d N P )#P &#$$d &d N P a&#$-D(M 2023 In evaluating the reasonableness of an accommodation, a supervisor and Department should consider a range of issues. $('.container-footer').first().hide(); The human resources director informed him that the company policy is to only ask for what is absolutely necessary. As a result, the company approved the plaintiff's use of one hour of FMLA leave per week for a period of six months. Sometimes, however, the employer must initiate the interactive process without receiving a request for accommodation from the employee. If it is decided that a proposed accommodation is unreasonable or presents an undue hardship, the Department should re-initiate the Interactive Process with the employee to try and arrive at a mutually agreeable alternative to the originally proposed accommodation. 3 0 obj Also, employers "should not be getting periodic updates when the initial documentation states that the condition is not going to change. PDF Sample Options Letter for Resolving Medical/Employment Issues - California EEOC: Medical Leave Request Initiates ADA Obligations - SHRM Step 3: Get Job Descriptions in Order This is a request for a reasonable accommodation. One way an employer can ensure effective communication with an employee who has requested an accommodation is to promptly schedule a meeting to discuss the employee's request. Resources: Vocational Rehabilitation Counselor, Employee Relations Consultant, Department Human Resources Manager, Employment Analyst, Benefits staff.

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