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The ability of employers and their managerial staff to recognize requests is important. For example, if an employee who uses a wheelchair requests that his desk be placed on blocks to elevate the desktop above the arms of the wheelchair and the employer complies, an appropriate accommodation has been requested, identified, and provided without the need for a formal process. "Thats what courts will look at: [whether there was] a thorough, fair effort to communicate and find an accommodation. % After this, one person was assigned responsibility for making sure an accommodation request is processed so the request is not lost on someones desk. $("span.current-site").html("SHRM MENA "); Court decisions interpreting the ADA provide some general principles. Necessary information may include documentation of the disability and need for accommodation. stream Notice may come from the employee directly, or from the employees family members, friends, health professionals or other representatives. Assess the operational needs of the department, considering issues such as: The number of persons employed in the department; The number, type and locations of the units within the department; The type of operation, including the composition, structure, and functions of its workforce, its geographic separateness, and the administrative relationship of the department to the campus; The impact of the accommodation on the operation of the department, including the impact on the ability of other employees to perform their duties and the impact on the department's ability to conduct business; The overall financial resources of the UC system; The impact of the accommodation on campus operations. Employees last name], We have received your medical release from your doctor, [name] dated [date]. Additionally, don't use negative words as they have a bad impact. Here are some recommended steps to include in your checklist. xksF{fQ4A.x&v^zMt$c%(Rr`fZMdrb,. 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. The EEOC (Reasonable Accommodation and Undue Hardship (EEOC Guidance)provides the following examples: Example A: An employee tells her supervisor, "I'm having trouble getting to work at my scheduled starting time because of medical treatments I'm undergoing." Even if a supervisor harbors no ill will toward an employee, inadequate training can cause things to fall apart. This area cover the performance management review program 'Achieve Together' and the Foundational Skills program. Find the latest news and members-only resources that can help employers navigate in an uncertain economy. Never assume an employee is disabled. If the employee refuses to make a good faith effort to perform the essential functions of his/her job using a reasonable accommodation offered by the supervisor, the employee and supervisor should re-initiate the Interactive Process, working with the department and the Vocational Rehabilitation group, and Employee Relations to identify alternatives. For example, it is sufficient if the employer receives notice of treatment needed by an employee. The Interactive Process is the way in which employees, supervisors, and their departments arrive at a reasonable accommodation. Decision-making authority: Department head or designee. In response, the company requested additional information regarding the number of episodes the plaintiff experienced per week and the duration of the episodes.