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 apply for any or all of the following benefits upon presentation of appropriate medical documentation from the employee’s health care provider and under the terms of the collective bargaining agreement (CBA) or law: 1. An accommodation to work remotely shall be provided if the essential functions in the job description for the employee are able to be performed remotely (see paragraph I below); and 2. 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 apply for any or all of the following benefits upon presentation of appropriate medical documentation from the employee’s health care provider and under the terms of the collective bargaining agreement (CBA) or law: 1. An accommodation to work remotely shall be provided if the essential functions in the job description for the employee are able to be performed remotely (see paragraph I below); and 2. Other accommodations identified through the interactive process of the Americans with Disabilities Act (ADA) and the Washington Law Against Discrimination (WLAD), including leave as an accommodation.