Common use of Accommodations for medical or religious exemptions Clause in Contracts

Accommodations for medical or religious exemptions. a. Employees who are approved for medical or religious exemption will automatically proceed to the accommodation process. The Employer will conduct a diligent review and search for possible accommodations within the agency. Employees requesting accommodation must cooperate with the Employer in discussing the need for and possible form of any accommodation. Consistent with current practice, all information disclosed to the Employer during the accommodation process will be kept confidential. This information will only be accessed by the Employer on a need-to-know basis. b. Upon request, an employee will be provided a copy of their reasonable accommodation information that is maintained by the Employer. c. The Employer will determine whether an employee is eligible for a reasonable accommodation and the final form of any accommodation to be provided. The Employer will attempt to accommodate the employee in their current position prior to looking at accommodations in alternative vacant positions. d. In the event that an accommodation is not available for an employee with an approved medical or religious exemption, they will be subject to non- disciplinary separation as stated in 3(d).

Accommodations for medical or religious exemptions. a. Employees who are approved for medical or religious exemption will automatically proceed to the accommodation process. The Employer will conduct a diligent review and search for possible accommodations within the agency. Employees requesting accommodation must cooperate with the Employer in discussing the need for and possible form of any accommodation. Consistent with current practice, all information disclosed to the Employer during the accommodation process will be kept confidential. This information will only be accessed by the Employer on a need-to-know basis. b. Upon request, an employee will be provided a copy of their reasonable accommodation information that is maintained by the Employer. c. The Employer will determine whether an employee is eligible for a reasonable accommodation and the final form of any accommodation to be provided. The Employer will attempt to accommodate the employee in their current position prior to looking at accommodations in alternative vacant positions. d. In the event that an accommodation is not available for an employee with an approved medical or religious exemption, they will be subject to non- non-disciplinary separation as stated in 3(d).