Common use of Employee Fitness Clause in Contracts

Employee Fitness. If the Chief Executive Officer or designee, has reasonable cause to question whether an employee is capable of performing the essential functions of their job, as listed in their job description as appended to this Agreement, they will meet with the employee to detail their questions and solicit the employee's response. The employee may propose to the Chief Executive Officer or designee, their ideas or options of what they consider to be reasonable accommodations to enable them to perform the essential functions of their job. If, after this meeting, the Chief Executive Officer or designee, continues to have questions as to whether the employee is capable of performing the essential functions of their job, they may request that the employee undergo a physical examination, at no economic cost to the employee. The examination will be conducted solely for the purpose of determining whether the employee, with reasonable accommodation, is capable of performing the essential functions of their job. The physician conducting the physical examination will be provided with a copy of the employee's job description, which will include a list of the essential functions of the job. The examination will evaluate only those abilities needed to perform the essential functions of the job. The only information the physician will provide the Agency is the physician's opinion as to whether the employee is able or unable to perform the essential functions of their job. Any medical history of physical conditions that does not pertain to the employee's present ability to perform should not be disclosed to the Agency and should be kept confidential by the physician. The physician, upon concluding that the employee is unable to perform the job, should convey that opinion, in writing, to the Agency, with suggestions for accommodations. The employee will be afforded the option of meeting with the Chief Executive Officer or designee, a second time in order to respond to the physician's evaluation and propose their ideas for reasonable accommodations. At no time will the Agency be obligated, beyond the provisions of the ADA, to implement, in whole or in part, the employee's suggestions or ideas for reasonable accommodations. If the employee gives permission, the physician may inform the Agency of the specific reasons why they determined the employee is unable to perform the essential functions of their job.

Employee Fitness. If the Chief Executive Officer or designee, Director has reasonable cause to question whether an employee is capable of performing the essential functions of their job, as listed in their job description as appended to this Agreement, they he/she will meet with the employee to detail their his/her questions and solicit the employee's response. The employee may propose to the Chief Executive Officer or designee, Director their ideas or options of what they consider to be reasonable accommodations to enable them to perform the essential functions of their job. If, after this meeting, the Chief Executive Officer or designee, Director continues to have questions as to whether the employee is capable of performing the essential functions of their job, they he/she may request that the employee undergo a physical examination, at no economic cost to the employee. The examination will be conducted solely for the purpose of determining whether the employee, with reasonable accommodation, is capable of performing the essential functions of their job. The physician conducting the physical examination will be provided with a copy of the employee's job description, which will include a list of the essential functions of the job. The examination will evaluate only those abilities needed to perform the essential functions of the job. The only information the physician will provide the Agency agency is the physician's opinion as to whether the employee is able or unable to perform the essential functions of their job. Any medical history of physical conditions that does not pertain to the employee's present ability to perform should not be disclosed to the Agency agency and should be kept confidential by the physician. The physician, upon concluding that the employee is unable to perform the job, should convey that opinion, in writing, to the Agencyagency, with suggestions for accommodations. The employee will be afforded the option of meeting with the Chief Executive Officer or designee, Director a second time in order to respond to the physician's evaluation and propose their ideas for reasonable accommodations. At no time will the Agency agency be obligated, beyond the provisions of the ADA, to implement, in whole or in part, the employee's suggestions or ideas for reasonable accommodations. If the employee gives permission, the physician may inform the Agency of the specific reasons why they he/she determined the employee is unable to perform the essential functions of their job.

Employee Fitness. If the Chief Executive Officer Director or designee, has reasonable cause to question whether an employee is capable of performing the essential functions of their job, as listed in their job description as appended to this Agreement, they will meet with the employee to detail their questions and solicit the employee's response. The employee may propose to the Chief Executive Officer Director or designee, their ideas or options of what they consider to be reasonable accommodations to enable them to perform the essential functions of their job. If, after this meeting, the Chief Executive Officer Director or designee, continues to have questions as to whether the employee is capable of performing the essential functions of their job, they may request that the employee undergo a physical examination, at no economic cost to the employee. The examination will be conducted solely for the purpose of determining whether the employee, with reasonable accommodation, is capable of performing the essential functions of their job. The physician conducting the physical examination will be provided with a copy of the employee's job description, which will include a list of the essential functions of the job. The examination will evaluate only those abilities needed to perform the essential functions of the job. The only information the physician will provide the Agency is the physician's opinion as to whether the employee is able or unable to perform the essential functions of their job. Any medical history of physical conditions that does not pertain to the employee's present ability to perform should not be disclosed to the Agency and should be kept confidential by the physician. The physician, upon concluding that the employee is unable to perform the job, should convey that opinion, in writing, to the Agency, with suggestions for accommodations. The employee will be afforded the option of meeting with the Chief Executive Officer Director or designee, a second time in order to respond to the physician's evaluation and propose their ideas for reasonable accommodations. At no time will the Agency be obligated, beyond the provisions of the ADA, to implement, in whole or in part, the employee's suggestions or ideas for reasonable accommodations. If the employee gives permission, the physician may inform the Agency of the specific reasons why they determined the employee is unable to perform the essential functions of their job.

Employee Fitness. 41.1 If the Chief Executive Officer or designee, has reasonable cause to question whether an employee Employee is capable of performing the essential functions of their job, as listed in their job description as appended to this Agreement, they will meet with the employee to detail their questions and solicit the employee's response. The employee may propose to the Chief Executive Officer or designee, their ideas or options of what they consider to be reasonable accommodations to enable them to perform the essential functions of their job. the 41.2 If, after this meeting, the Chief Executive Officer or designee, continues to have questions as to whether the employee Employee is capable of performing the essential functions of their job, they may request that the employee Employee undergo a physical examination, at no economic cost to the employeeEmployee. The examination will be conducted solely for the purpose of determining whether the employeeEmployee, with reasonable accommodation, is capable of performing the essential functions of their job. The physician conducting the physical examination will be provided with a copy of the employeeEmployee's job description, which will include a list of the essential functions of the job. The examination will evaluate only those abilities needed to perform the essential functions of the job. The only information the physician will provide the Agency agency is the physician's opinion as to whether the employee Employee is able or unable to perform the essential functions of their job. Any medical history of physical conditions that does not pertain to the employeeEmployee's present ability to perform should not be disclosed to the Agency agency and should be kept confidential by the physician. The physician, upon concluding that the employee Employee is unable to perform the job, should convey that opinion, in writing, to the Agencyagency, with suggestions for accommodations. . 41.3 The employee Employee will be afforded the option of meeting with the Chief Executive Officer or designee, a second time in order to respond to the physician's evaluation and propose their ideas for reasonable accommodations. At no time will the Agency agency be obligated, beyond the provisions of the ADA, to implement, in whole or in part, the employeeEmployee's suggestions or ideas for reasonable accommodations. If the employee Employee gives permission, the physician may inform the Agency of the specific reasons why they the physician determined the employee Employee is unable to perform the essential functions of their job.