Disability Accommodation. The Employer and Union will comply with all relevant federal and state laws, regulations and executive orders and with the provisions of University of Washington Administrative Policy Statement 46.5 on Reasonable Accommodation of Employees With Disabilities. The University and the Union are committed to providing reasonable accommodation to employees with disabilities.
Disability Accommodation. The Employer and the Union recognize that from time-to-time individual workers may have special needs that require special modification of work and/or physical accommodation within the workplace. The Employer and the Union will thereby endeavour to find co-operative solutions to workplace and/or contractual barriers to workers with special needs short of undue hardship, to provide suitable modified or alternate employment to employees who are temporarily or permanently unable to return to their regular duties as a consequence of an occupational or non- occupational disability, or as a consequence of limitations as a result of illness or injury or who otherwise require accommodation as set out in the Ontario Human Right Act. The Employer shall advise the Union promptly when it receives notice from the Workplace Safety and Insurance Board from a return-to-work specialist or a request for accommodation from a worker due to disability.
Disability Accommodation. It is the policy of Providence and/or the Program to make reasonable accommodations to enable residents with disabilities to fully and successfully work as a resident physician. Procedures have been adopted to provide a fair and systematic process for determining if a reasonable accommodation can be made. Requests for accommodation must be submitted to the Program Director.
Disability Accommodation. The College agrees to provide reasonable disability
Disability Accommodation. The College agrees to provide reasonable disability accommodation in accordance with the guidelines of both the Washington State Human Rights Commission and the Federal Americans with Disabilities Act (ADA). The College will provide a Request for Accommodation Form to any academic employee requesting one. Assistance with the disability accommodation process is available through both the Human Resources Office and the Federation.
Disability Accommodation. It is the policy of STHC and/or the Program to make reasonable accommodations to enable residents with disabilities to fully and successfully work as a resident physician. Procedures have been adopted to provide a fair and systematic process for determining if a reasonable accommodation can be made. Requests for accommodation must be submitted to the Program Director.
Disability Accommodation. The Company and the Union acknowledge that the Americans with Disability Act, the Kansas Act Against Discrimination, and the Family Leave Act (Effective 08/05/93) require employers to reasonably accommodate the physical and mental disability of employees and applicants so long as accommodation will not be an undue hardship. Consistent with the provisions of this Agreement the Company will take those actions required to meet its obligation under those statutes.
Disability Accommodation. The Company agrees to make a reasonable effort to provide any employee who suffers a permanent disability while on the job with a suitable job, if such is available in the bargaining unit. The Company is not obliged to create a job for such employees. Seniority may be waived by mutual agreement in certain circumstances to accommodate the disabled employee.
Disability Accommodation. The District and the Union acknowledge that the law requires reasonable 1292 accommodation for disabled unit members as defined, that 1293 accommodations must be determined on an individual case by case basis, 1294 and that the District has a legal obligation to meet with individual case by 1295 case basis, and that the District has a legal obligation to meet with the unit 1296 member to discuss accommodations. Prior to implementing any 1297 accommodation which violates this Agreement or modifies a District 1298 practice, the District shall give the Union notice and opportunity to 1299 negotiate about matters within the scope of representation.
Disability Accommodation. An employee who has a mental or physical disability and cannot be reasonably accommodated, based upon a physician's medical opinion and an interactive process with the Employee, may appeal to the General Manager within ten (10) days of the date of a written notice of inability to accommodate. The General Manager shall appoint a medical specialist not in the District service to conduct a second fitness for duty evaluation and to report the findings in writing. Subject to budget limitations, this evaluation shall be conducted at the cost of the District. The General Manager will review the findings of the medical specialist, conduct a further interactive process with the employee as warranted by the second fitness for duty report, and will determine whether the employee's disability can be reasonably accommodated. The General Manager will provide the employee written notice of the determination on the appeal.
