Exemption and Accommodation Sample Clauses

Exemption and Accommodation. Employee requests for medical and religious exemptions will be evaluated on a case-by-case basis pursuant to law and internal processes. Employees seeking either exemption are encouraged to apply for an exemption by September 17. However, employees seeking a religious exemption are required to submit their request by September 24. Religious exemption requests submitted after September 24 will be considered for processing on a case-by-case basis. Employees determined to be exempt will be considered for a reasonable accommodation, in accordance with law, on a case-by-case basis. Employees will have until December 2 to be vaccinated following denial of an exemption or, if exempt, there is no reasonable accommodation available. Failure to show proof (i.e., vaccine record) that they are beginning the process of becoming fully vaccinated within 14-days of denial of an exemption or accommodation if exempt will result in involuntary separation. Employees who are not subject to the Governor’s proclamation will be allowed to work during the compliance period. For employees who request medical exemptions and accommodations only, additional timelines may be granted on a case-by-case basis.
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Exemption and Accommodation. Employee requests for medical and religious exemptions will be evaluated on a case-by-case basis pursuant to law and internal processes. Employees seeking either exemption are encouraged to apply for an exemption by September 30. However, employees seeking a religious exemption are required to submit their request by October 12. Religious exemption requests submitted after October 12 will be considered for processing on a case-by-case basis. Employees determined to be exempt will be considered for a reasonable accommodation, in accordance with law, on a case-by-case basis. (Exemptions submitted by October 12 will be reviewed and the Employee will be notified of status by October 15.) Employees will have until December 2 to be vaccinated following denial of an exemption or, if exempt, there is no reasonable accommodation available. Failure to show proof (i.e., vaccine record) that they are beginning the process of becoming fully vaccinated within 14-days of denial of an exemption or accommodation if exempt will result in involuntary separation. Employees will be allowed to work during the compliance period. For employees who request medical exemptions and accommodations only, additional timelines may be granted on a case-by-case basis. For King County: 10/4/2021 Xxxxx Xxxxxxxx, Director Date Office of Labor Relations King County Executive’s Office For King County Prosecuting Attorney’s Office: 10/13/2021 Xxxxxx X. Xxxxxxxxxx, Prosecuting Attorney Date For Unions: 10/12/2021 Xxxx Xxxxxxx, Secretary Treasurer Teamsters Local No. 117 Date 10/11/2021 Xxxxxx Xxxxxx, President King County Prosecuting Attorney’s Association Date 10/11/2021 Xxxxxxx Xxxxx, Secretary King County Prosecuting Attorney’s Association Date 10/7/2021 Xxxxxxx XxXxxxxxx, Treasurer King County Prosecuting Attorney’s Association Date DocuSign Envelope ID: E7BE678F-57B8-4E52-BB05-D8C8208C5F5C Memorandum of Agreement By and Between King County and The King County Coalition of Unions and International Brotherhood of Electrical Workers, Local 77 Representing Employees in the Department of Metro Transit and Technical Employees’ Association Representing Staff in the Wastewater Treatment Division, Department of Natural Resources and Parks Subject: COVID Vaccination Mandate This Memorandum of Agreement (the Agreement) is entered into by King County (the County) and the King County Coalition of Unions, International Brotherhood of Electrical Workers, Local 77, representing employees in the Department o...
Sample 1
Exemption and Accommodation. Employee requests for medical and religious exemptions will be evaluated on a case-by-case basis pursuant to law and internal processes. Employees seeking either exemption are encouraged to apply for an exemption by September 17. However, employees seeking a religious exemption are required to submit their request by DocuSign Envelope ID: E7BE678F-57B8-4E52-BB05-D8C8208C5F5C September 24. Religious exemption requests submitted after September 24 will be considered for processing on a case-by-case basis. Employees determined to be exempt will be considered for a reasonable accommodation, in accordance with law, on a case-by-case basis. Employees will have until December 2 to be vaccinated following denial of an exemption or, if exempt, there is no reasonable accommodation available. Failure to show proof (i.e., vaccine record) that they are beginning the process of becoming fully vaccinated within 14-days of denial of an exemption or accommodation if exempt will result in involuntary separation. Employees who are not subject to the Governor’s proclamation will be allowed to work during the compliance period. For employees who request medical exemptions and accommodations only, additional timelines may be granted on a case-by-case basis.
Sample 1

Related to Exemption and Accommodation

  • Special Accommodations Any person requiring a special accommodation due to a disability should contact the Department’s Americans with Disabilities Act (ADA) Coordinator, at (000) 000-0000. Requests for accommodation for meetings must be made at least five workdays prior to the meeting. A person who is hearing or speech impaired can contact the ADA Coordinator by using the Florida Relay Service at (000) 000-0000 (TDD).

  • Proper Accommodation Proper accommodation shall be provided for employees to have their meals and store and change their clothes.

  • Travel and Accommodation 10.1 The Player will be responsible for their own airfare, travel and accommodation in consideration to the Event.

  • Reasonable Accommodation Sections 34.1 through 34.4 of Article 34, Reasonable Accommodation and Disability Separation, apply to represented individuals.

  • Reasonable Accommodations Landlord agrees to comply with all applicable laws providing equal housing opportunities, including making reasonable accommodations for known physical or mental limitations of qualified individuals with a disability, unless undue hardship on Landlord would result. Tenant is responsible for making Landlord aware of any such required accommodations that are reasonable and will not impose an undue hardship on Landlord. If Tenant discloses a disability and requests an accommodation, Landlord has the right to have a qualified healthcare provider verify the disability if the disability is not readily apparent, and Landlord has the right to use the qualified healthcare provider verifying the disability as a resource for providing the reasonable accommodation.

  • Disability Accommodations The Department does not discriminate on the basis of disability in admission to, access to, or operations of its programs, services, or activities. Individuals who need aids, alternative document formats, or services for effective communications or other disability related accommodations in the programs and services offered are invited to make their needs and preferences known to this office. Interested parties should provide as much advance notice as possible.

  • Accommodations Clean accommodations will be provided for employees to have their meals and keep their clothes.

  • DATA PROTECTION AND FREEDOM OF INFORMATION 7.1. Each party will:-

  • Collection and Use of Information (a) Licensee acknowledges that Licensor may, directly or indirectly through the services of Third Parties, collect and store information regarding use of the Software and about equipment on which the Software is installed or through which it otherwise is accessed and used, through:

  • Agreement Purpose The purpose of this Agreement is to provide students with affordable student housing only and not to facilitate a commercial enterprise. Residence in Seminary housing requires certain obligations and responsibilities. As such, the Seminary shall provide housing, and the Occupant shall occupy and use the housing subject to this Housing Agreement and any obligations, rules, or regulations now or hereafter adopted by the Seminary (collectively the “Agreement”).

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