Building a More Inclusive Organization for Staff with. Disabilities The Organization recognizes the dignity and value that every single employee brings to our work, and that honoring our staff includes making all reasonable accommodations to allow every employee -- regardless of their levels of physical or mental ability -- to thrive in their work. Within six (6) months of the ratification of this Agreement, the Labor Management Committee must gather optional feedback from employees to better understand employees' experiences -- especially those with self-identified disabilities -- to work and access the Organization’s office spaces and provide recommendations to the Organization to build a culture and workspaces that are more accessible and inclusive for employees with disabilities. The Labor Management Committee’s scope of consideration will include, but not be limited to, office configurations, technology and software applications, accessibility and privacy of restroom arrangements, accessibility of offsite events, confidentiality regarding all accommodation requests, and remote work arrangements. The Organization will continue to make workspaces accessible to everyone and ensure that all employees are aware of the process for requesting accommodations and how those accommodations are determined. The process to get accommodations for an employee with disabilities will be consistent with Americans With Disabilities Act (ADA) requirements, including all requirements to maintain medical information confidentially and on a need-to-know basis.
Building a More Inclusive Organization for Staff with. Disabilities The Organization recognizes the dignity and value that every single employee brings to our work, and that honoring our staff includes making reasonable accommodations to allow every employee -- regardless of their levels of physical or mental ability -- to thrive in their work. Reasonable accommodations, which are determined individually on a case-by-case basis through a legally compliant interactive process, will include, but not be limited to, technology and software applications, accessibility of offsite events, confidentiality regarding all accommodation requests, and remote work arrangements. The Organization will continue to ensure that all employees are aware of the process for requesting accommodations and how those accommodations are determined. The process for an employee with disabilities to request and obtain reasonable accommodations will be consistent with Americans With Disabilities Act (ADA) requirements, including all requirements to maintain medical information confidentially and on a need-to-know basis.
Building a More Inclusive Organization for Staff with. Disabilities The Organization recognizes the dignity and value that every single employee brings to our work, and that honoring our staff includes making all reasonable accommodations to allow every employee -- regardless of their levels of physical or mental ability -- to thrive in their work. The Americans with Disabilities Act (ADA) will serve as the foundation of the Organization’s policies that aim to support staff with disabilities. The Labor Management Committee will continue to gather optional feedback from employees to better understand employees' experiences -- especially those with self-identified disabilities -- to work and access the Organization’s office spaces and provide recommendations to the Organization to build a culture and workspaces that are more accessible and inclusive for employees with disabilities. The Labor Management Committee’s scope of consideration will include, but not be limited to, office configurations, technology and software applications, accessibility and privacy of restroom arrangements, accessibility of offsite events, confidentiality regarding all accommodation requests, and remote work arrangements. The Organization will continue to make workspaces accessible to everyone and ensure that all employees are aware of the process for requesting accommodations and how those accommodations are determined. The process to get accommodations for an employee with disabilities will be consistent with Americans with Disabilities Act (ADA) and state law requirements, including all requirements to maintain medical information confidentially and on a need-to-know basis. All staff who identify as disabled are allowed to request reasonable accommodations from the Organization. The Organization will determine the type and amount of resources provided to the employee. The process to get accommodations for an employee with disabilities will be consistent with Americans with Disabilities Act (ADA) requirements, including all requirements to maintain medical information confidentially and on a need-to-know basis. A final decision on the accommodation should be made within thirty (30) business days of the request, barring extenuating circumstances. Where accommodation can be provided in less than the maximum time frame, the Organization shall strive to do so.
