Common use of Employees Who Cannot Wear a Face Covering or Other Required PPE Clause in Contracts

Employees Who Cannot Wear a Face Covering or Other Required PPE. An employee whose assignment requires work at a District work site and who cannot wear personal protective equipment (PPE) required for the employee’s assignment, including but not limited to a face covering, may choose to access any or all of the following benefits upon presentation of appropriate documentation from the employee’s health care provider and under the terms of the applicable collective bargaining agreement (CBA) or law: i. Alternative assignment for work/services which may be provided from home, if available; ii. Leave for illness, injury or emergency; iii. Personal leave; iv. Unpaid leave of absence for the duration of the COVID19 pandemic crisis; and v. Other accommodations identified through the interactive process of the Americans with Disabilities Act (ADA) and the Washington Law Against Discrimination (WLAD).

Employees Who Cannot Wear a Face Covering or Other Required PPE. An employee whose assignment requires work at a District work site and who cannot wear personal protective equipment (PPE) required for the employee’s assignment, including but not limited to a face covering, may choose to access any or all of the following benefits upon presentation of appropriate documentation from the employee’s health care provider and under the terms of the applicable collective bargaining agreement (CBA) or law: i. Alternative assignment for work/services which may be provided from home, if available; ii. Leave for illness, injury or emergency; iii. Personal leave; iv. Unpaid leave of absence for the duration of the COVID19 COVID-19 pandemic crisis; crisis and; v. Other accommodations identified through the interactive process of the Americans with Disabilities Act (ADA) and the Washington Law Against Discrimination (WLAD).