Interactive Process Sample Clauses

Interactive Process. 1. At the time of making an initial request, employees may, but are not required to, identify a specific accommodation. 2. Employees and management are expected to engage in ongoing, cooperative communications (a flexible interactive process) regarding the request and in identifying and implementing effective reasonable accommodation(s). This is especially important when the specific limitation, problem, or workplace barrier is unclear. An employee may ask for and/or the Agency may offer an interim reasonable accommodation during the interactive process. 3. The employee requesting the reasonable accommodation may have a Union representative participate in interactive process meetings (i.e., meetings between the LORAC/NRAC, decisionmaker, and the employee). The agency may have the NRAC/LORAC, decisionmaker, and LER in interactive process meetings. If the Agency determines a subject matter expert is a necessary participant in the interactive process, the Agency will provide the rationale for a Subject Matter Expert (SME) to the employee and their representative (if there is one) in advance of the meeting. All attendees, including SMEs are expected to treat the interactive process in accordance with controlling confidentiality law and regulation. 4. Consistent with the law, it may be appropriate for the Agency to revisit accommodations or request updated medical information to support an employee’s reasonable accommodation.

Interactive Process. An employee may request representation from the Union, not to exceed one (1) City employee, who is not designated as a supervisory employee, and one (1) non-City employee; or two (2) City employees, who are not designated as supervisory employees; or two (2) non-City employees, for any meeting conducted as an interactive process under the Americans with Disabilities Act or the California Fair Employment and Housing Act to identify whether a reasonable accommodation is needed and, if so, what reasonable accommodation might be offered.

Interactive Process a process to determine the extent to which a disability limits a unit member’s ability to perform job functions and whether or not reasonable accommodations can be made

Interactive Process. Any applicant or employee who believes they require an accommodation in order to perform the essential functions of the job should contact the Human Resources Director to request such an accommodation. Upon learning of the possible need for a reasonable accommodation under the ADA, Bannock County shall engage in a process in which the employee, health care provider, supervisor/elected official, and Human Resources each share information about the nature of the disability and the limitations that may affect the employee's ability to perform the essential job duties. This process is referred to as the interactive process and involves a good-faith effort by the County and the employee to discuss the limitations the employee's disability may pose. The purpose of this discussion is to determine what (if any) accommodations may be needed.

Interactive Process. (a) The College will make individualized, case-by-case determinations regarding the Complainant’s start date and all accommodations for the Complainant (including but not limited to his course schedule and any future accommodations requests) and will document each determination. It is understood that this will be the revised standard accommodation process (pursuant to Term 5 of this Agreement) at the College and not a separate process outside of the revised standard accommodation process. Reporting to OCR shall be as included in and required under “Semester Reporting” below. At a minimum, the College will submit to OCR, for OCR’s approval: i. the names and titles of the individuals who participating in making the determination, which shall include at a minimum, (1) member(s)of the DSO staff and the course(s) for which the accommodation is/are sought, and (2) the Complainant for some or all of the process; ii. the information considered; iii. the basis for the determination; iv. a description of the process by which the determination was reached, including when each stage of the process occurred; v. when and the nature of how the Complainant was involved in the process; and vi. when and how the determination was conveyed to the Complainant.

Interactive Process. By signing below, both the student and instructor have agreed to this plan. The student also agrees to: 1. Only use this plan for documented disability-related reasons. 2. Maintain prompt and regular communication with the instructor concerning needs related to assignment deadlines, attendance, and testing that result due to disability. 3. Contact the Office of Accessibility if assistance is needed when working with the instructor, if the instructor wants consultation during this process, or if the student and instructor are unable to come to an agreement. 4. Contact both the instructor and the Office of Accessibility in advance if the student suspects that they will not be able to meet the terms of this agreement (e.g., going over maximum number of excused absences). 5. Be held to the course policies stated in the syllabus and program professional standards in the event that the student is unable to meet the terms of the agreement and no revisions to the agreement have been made. Student’s Signature: Date: Professor’s Signature: Date: Dear Instructor, Some students are registered with the Office of Accessibility (OA) as having a disability with random acute episodes that may affect their attendance and productivity. These students are granted a reasonable amount of flexibility with absences, assignment deadlines, and exam dates as an accommodation. The role of attendance, assignments deadlines, and exam dates vary from course to course, so it is important for you, the student, and OA to discuss how modifications will be handled in your course. OA staff members are available to you to facilitate the conversation and to answer questions as they arise. 1. Read through the guidance below. 2. With the student, discuss potential flexibility to the course’s relevant content to find a balance of the student’s needs and core requirements. 3. If you and the student cannot easily agree on a balance (e.g., the conversation becomes a debate or protracted negotiation), either you or the student should contact OA for consultation. 4. Once an agreement is reached, complete the Attendance, Assignment Deadline, and Exam Date Flexibility form. You and the student need to sign the agreement (if you and the student choose not to complete this form, please document your agreement in a way that is conducive to you both). 5. The student should return the SIGNED agreement to OA at the beginning of each course or ASAP after registering with OA. OA will then send a digital copy to ...

Interactive Process. Within 20 days of the date of this agreement, the University will initiate an interactive process with the Student to determine any reasonable accommodations necessary to ensure the Student has equal access in the University’s program. Within 30 days of the date of this agreement, the University will provide OCR with documentary evidence that it has initiated the interactive process with the Student.

Interactive Process. An ESE who believes they may be in need of employment accommodation or support measures may notify their supervisor, department, or appropriate University office of their request. 25.3.1 When an ESE makes a request under this Article, the parties will engage in an interactive process, which is an ongoing dialogue between the ESE and appropriate University representatives (e.g., supervisor, departmental administrator, department or unit head, a disability services representative, and/or other appropriate University administrators). Both the University and the ESE are expected to participate in the interactive process in good faith.

Interactive Process. The applicant/employee, Agency X-X, and/or the RAC (if requested) should be involved in the interactive process and actively participate in identifying effective accommodations that meet the need(s) of the individual. Ongoing, extensive communication between the X-X and/or the RAC and the applicant or employee is especially important in cases where there are unusual or special limitations, challenges, needs or unanticipated obstacles encountered during the RA process. The X-X must document efforts made and resources used during this interactive process to ensure that all options regarding the RA request have been explored. The interactive process may also be used to identify situations when the employee's performance is clearly negatively impacted by the lack of an RA (See Section V., Delays in Providing Reasonable Accommodation). There may be situations where the employee and/or D- M are uncomfortable with discussing sensitive issues related to the RA request. In these instances, the RAC may engage the employee in the interactive process in lieu of the X-X. A X-X may use the interactive process to evaluate and approve requests without extensive medical documentation. However, the interactive process must be used in situations where the X-X knows the employee has a disability, but needs more information regarding the need for the requested accommodation. It should also be used when the X-X has additional questions on how the. RA request addresses the stated limitation. The interactive process should be used and documented before any medical information is requested by the X-X or RAC. Resources that should be used include the JAN or CAP which can be used to help identify possible accommodations (see contact information in Section XII., Resources). JAN includes a model interactive process for the provision of M.

Interactive Process. 1. When an employee requests reasonable accommodation for a disability or the University has reason to believe that a reasonable accommodation is needed, the parties will engage in the interactive process, which is an ongoing dialogue between the employee and appropriate University representatives about possible options for reasonably accommodating the employee's disability. 2. Options for reasonable accommodation may include but are not limited to: assistive devices; modification of existing facilities; restructuring the position to eliminate non-essential job functions; and leaves of absence. 3. Both the University representative(s), and the employee are expected to participate in the interactive process in good faith, which includes engaging in timely communications regarding possible reasonable accommodation. 4. As part of the interactive process, the University will review the affected employee's position and will consider relevant information related to the essential functions of the position; the employee's functional limitations; possible accommodations; the reasonableness of possible accommodations; and issues related to the implementation of a reasonable accommodation. This information will be used by the University to determine what, if any, reasonable accommodation will be made. While the University will consider the employee's suggestions regarding which accommodation(s) to implement; accommodations, if any, to be implemented will be at the sole non arbitrable discretion of the University. The University will not implement an accommodation that would present an undue hardship. 5. The university will process requests for reasonable accommodation and provide accommodations where reasonable and appropriate and in as short a time frame as reasonably possible.