Common use of REASONABLE ACCOMMODATION AND DISABILITY SEPARATION Clause in Contracts

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 The Employer and the Union will comply with all relevant federal and state laws, and regulations providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, Human Resource Services will make the reasonable accommodation written procedures available to an employee. 34.2 An employee who believes that they suffer a disability and requires a reasonable accommodation to perform the essential functions of their position may request such an accommodation by submitting a request to the Employer. 34.3 Employees requesting accommodation must cooperate with the Employer in discussing the need for and possible form of any accommodation. The Employer may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer expense. Medical information disclosed to the Employer will be kept confidential. 34.4 The Employer will determine whether an employee is eligible for a reasonable accommodation and the accommodation to be provided. 34.5 An employee with permanent status may be separated from service when the Employer determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the Employer based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer can require an employee to obtain a medical examination, at Employer expense, from a licensed physician or licensed mental health professional of the Employer’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations. 34.6 When the Employer has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position for which they qualify, or the employee requests separation due to disability, the Employer may immediately separate the employee. 34.7 The Employer will inform the employee in writing of the option to apply to return to employment prior to the employee’s separation due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service. 34.8 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 30.

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 27.1 The Employer and the Union will comply with all relevant federal and state laws, regulations and regulations executive orders providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, Human Resource Services will make the reasonable accommodation written procedures available to an employee. 34.2 An employee 27.2 A nurse who believes that they suffer he or she suffers a disability and requires a reasonable accommodation to perform the essential functions of their his or her position may request such an accommodation by submitting a request to the Employer. 34.3 Employees 27.3 Nurses requesting accommodation must cooperate with the Employer in discussing the need for and possible form of any accommodation. The Employer may require supporting medical documentation and may require the employee nurse to obtain a second medical opinion at Employer the Employer’s expense. Medical information disclosed to the Employer will be kept confidential. 34.4 27.4 The Employer will determine whether an employee a nurse is eligible for a reasonable accommodation and the final form of any accommodation to be provided. The Employer will attempt to accommodate the nurse in his or her current position prior to looking at accommodations in alternative vacant positions. 34.5 An employee 27.5 A nurse with permanent status may be separated from service when the Employer agency determines that the employee nurse is unable to perform the essential functions of the employee’s his or her position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the Employer agency based on an employeethe nurse’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer agency can require an employee the nurse to obtain a medical examination, examination at Employer the agency’s expense, from a licensed physician or licensed mental health professional of the Employeragency’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employeenurse’s limitations. 34.6 When 27.6 The agency may immediately separate the Employer nurse when the agency has medical documentation of the employeenurse’s disability and has determined that the employee nurse cannot be reasonably accommodated in any available position for which they qualifyposition, or when the employee nurse requests separation due to disability, the Employer may immediately separate the employee. 34.7 The Employer will inform the employee in writing of the option to apply to return to employment prior to the employee’s separation 27.7 A nurse, separated due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay placed in the General Government Transition Pool Program if he or she submits a written request for reemployment in accordance with WAC 000-00-000 through 105 and will not be considered a break in servicehas met the reemployment requirements of WAC 000-00-000. 34.8 A disability 27.8 Disability separation is not a disciplinary action. Disability A nurse who has been separated due to disability may grieve his or her disability separation in accordance with Article 36, Grievance Procedure, unless the separation was at the employeenurse’s request is not subject to the grievance procedure in Article 30request.

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 21.1 The Employer College and the Union will comply with all relevant federal and state laws, and regulations providing reasonable accommodations to qualified individuals with disabilities. The Employer College will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, Human Resource Services will make the reasonable accommodation written procedures available to an employee. 34.2 21.2 An employee who believes that they suffer a disability exists and requires that they require a reasonable accommodation to apply for positions within the College, to perform the essential functions of their position position, and/or to complete training offered by the College may request such an accommodation by submitting a written request to the EmployerCollege. 34.3 21.3 Employees requesting accommodation must cooperate with the Employer College in discussing the need for and possible form of any accommodation. The Employer College may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer College expense. Medical information disclosed to the Employer College will be kept confidential. Medical documentation will be kept in a secured location. 34.4 21.4 The Employer College will determine whether an employee is eligible for a reasonable accommodation and the if an accommodation to can be provided. The employee will be advised of the College’s determination consistent with the Reasonable Accommodation in Employment policy dated July 26, 2005 and internal procedures. 34.5 21.5 An employee with permanent status may be separated from service when the Employer College determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the Employer College based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer College can require an employee to obtain a medical examination, at Employer College’s expense, from a licensed physician or licensed mental health professional of the EmployerCollege’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations. 34.6 21.6 When the Employer College has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position for which they qualifythe employee qualifies, or the employee requests separation due to disability, the Employer College may immediately separate the employee. 34.7 21.7 The Employer College will inform the employee in writing of the option to apply to return to employment prior to the employee’s their separation due to disability. The Employer If requested by the separated employee, the College will provide assistance to individuals seeking reemployment under this Article for two (2) yearsyears following the date of separation. If reemployed, upon successful completion reemployed by the College within two (2) years of the employee’s probationary perioda disability separation, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service.accordance to Article 33.2 I. 34.8 21.8 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 30.31

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 35.1 The Employer and the Union will comply with all relevant federal and state laws, federal and regulations state regulations, and Employer policy providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, the Human Resource Services Resources Office will make the reasonable accommodation written procedures available to an employee. 34.2 An employee 35.2 Employees who believes believe that they suffer a disability and requires require a reasonable accommodation to perform the essential functions of their position may request such an accommodation by submitting a request to the Employer. 34.3 35.3 Employees requesting accommodation must cooperate with the Employer in discussing the need for and possible form of any accommodation. The Employer may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer expense. Medical information disclosed to the Employer will be kept confidential. 34.4 35.4 The Employer will determine whether an employee is eligible for a reasonable accommodation and the accommodation to be provided. 34.5 35.5 An employee with permanent status may be separated from service when the Employer determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability, reasonable accommodation, and disability separation may be made by the Employer based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer can require an employee to obtain a an independent medical examination, at Employer expense, from a licensed physician or licensed mental health professional of the Employer’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations. 34.6 35.6 When the Employer has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in their present position, or in any available vacant funded position for which they qualify, or the employee requests separation due to disability, the Employer may immediately separate the employee. 34.7 35.7 The Employer will inform the employee in writing of the option to apply to return to employment prior to the employee’s their separation due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service. 34.8 35.8 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 30.

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 The Employer and the Union will comply with all relevant federal and state laws, federal and regulations state regulations, and Employer policy providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, the Human Resource Services Resources Office will make the reasonable accommodation written procedures available to an employee. 34.2 An employee Employees who believes believe that they suffer a disability and requires require a reasonable accommodation to perform the essential functions of their position may request such an accommodation by submitting a request to the Employer. 34.3 Employees requesting accommodation must cooperate with the Employer in discussing the need for and possible form of any accommodation. The Employer may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer expense. Medical information disclosed to the Employer will be kept confidential. 34.4 The Employer will determine whether an employee is eligible for a reasonable accommodation and the accommodation to be provided. 34.5 An employee with permanent status may be separated from service when the Employer determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability, reasonable accommodation, and disability separation may be made by the Employer based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer can require an employee to obtain a an independent medical examination, at Employer expense, from a licensed physician or licensed mental health professional of the Employer’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations. 34.6 When the Employer has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position for which they qualify, or the employee requests separation due to disability, the Employer may immediately separate the employee.their present 34.7 The Employer will inform the employee in writing of the option to apply to return to employment prior to the employee’s their separation due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service. 34.8 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 30.

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 The Employer and the Union will comply with all relevant federal and state laws, federal and regulations state regulations, and Employer policy providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, the Human Resource Services Resources Office will make the reasonable accommodation written procedures available to an employee. 34.2 An employee who believes that they suffer he or she suffers a disability and requires a reasonable accommodation to perform the essential functions of their his or her position may request such an accommodation by submitting a request to the Employer. 34.3 Employees requesting accommodation must cooperate with the Employer in discussing the need for and possible form of any accommodation. The Employer may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer expense. Medical information disclosed to the Employer will be kept confidential. 34.4 The Employer will determine whether an employee is eligible for a reasonable accommodation and the accommodation to be provided. 34.5 An employee with permanent status may be separated from service when the Employer determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability, reasonable accommodation, and disability separation may be made by the Employer based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer can require an employee to obtain a an independent medical examination, at Employer expense, from a licensed physician or licensed mental health professional of the Employer’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations. 34.6 When the Employer has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in their present position, or in any available vacant funded position for which they qualifyhe or she qualifies, or the employee requests separation due to disability, the Employer may immediately separate the employee. 34.7 The Employer will inform the employee in writing of the option to apply to return to employment prior to the employee’s his or her separation due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service. 34.8 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 30.

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 21.1 The Employer College and the Union will comply with all relevant federal and state laws, and regulations providing reasonable accommodations to qualified individuals with disabilities. The Employer College will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, Human Resource Services will make the reasonable accommodation written procedures available to an employee. 34.2 21.2 An employee who believes that they suffer a disability exists and requires that they require a reasonable accommodation to perform the essential functions of their position position, to complete training offered by the College, and/or to apply for positions within the College, may request such an accommodation by submitting a request to the EmployerCollege (Human Resource Services). The College will acknowledge receipt of the request for reasonable accommodation or disability separation. The College will begin processing a reasonable accommodation request within thirty (30) calendar days. 34.3 21.3 Employees requesting accommodation must cooperate with the Employer College in discussing the need for and possible form of any accommodation. The Employer College may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer College expense. Medical information disclosed to the Employer College will be kept confidential. Medical documentation will be kept in a secured location. 34.4 21.4 The Employer College will determine whether an employee is eligible for a reasonable accommodation and the if an accommodation to can be provided. The College will provide a written response within fourteen (14) calendar days of making their determination. 34.5 21.5 An employee with permanent status may be separated from service when the Employer College determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the Employer College based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer College can require an employee to obtain a medical examination, at Employer College’s expense, from a licensed physician or licensed mental health professional of the EmployerCollege’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations. 34.6 21.6 When the Employer College has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position for which they qualifythe employee qualifies, or the employee requests separation due to disability, the Employer College may immediately separate the employee. 34.7 21.7 The Employer College will inform the employee in writing of the option to apply to return to employment prior to the employee’s their separation due to disability. The Employer If requested by the separated employee, the College will provide assistance to individuals seeking reemployment under this Article for two (2) yearsyears following the date of separation. If reemployed, upon successful completion reemployed by the College within two (2) years of the employee’s probationary perioda disability separation, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service.accordance to Article 33.2 I. 34.8 21.8 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 30.31

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 21.1 The Employer College and the Union will comply with all relevant federal and state laws, and regulations providing reasonable accommodations to qualified individuals with disabilities. The Employer College will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, Human Resource Services will make the reasonable accommodation written procedures available to an employee. 34.2 21.2 An employee who believes that they suffer a disability exists and requires that they require a reasonable accommodation to perform the essential functions of their position may request such an accommodation by submitting a written request to the EmployerCollege. 34.3 21.3 Employees requesting accommodation must cooperate with the Employer College in discussing the need for and possible form of any accommodation. The Employer College may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer College expense. Medical information disclosed to the Employer College will be kept confidential. 34.4 21.4 The Employer College will determine whether an employee is eligible for a reasonable accommodation and the if an accommodation to can be provided. 34.5 21.5 An employee with permanent status may be separated from service when the Employer College determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the Employer College based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer College can require an employee to obtain a medical examination, at Employer College’s expense, from a licensed physician or licensed mental health professional of the EmployerCollege’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations. 34.6 21.6 When the Employer College has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position for which they qualifythe employee qualifies, or the employee requests separation due to disability, the Employer College may immediately separate the employee. 34.7 21.7 The Employer College will inform the employee in writing of the option to apply to return to employment prior to the employee’s their separation due to disability. The Employer If requested by the separated employee, the College will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion years following the date of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in serviceseparation. 34.8 21.8 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 30.31

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 29.1 The Employer and the Union Association will comply with all relevant federal and state laws, regulations and regulations executive orders providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, Human Resource Services will make the reasonable accommodation written procedures available to an employee. 34.2 29.2 An employee who believes that they suffer he/she suffers a disability and requires a reasonable accommodation to perform the essential functions of their his/her position may request such an accommodation by submitting a request to the Employeragency. The Employer will acknowledge receipt of the request for reasonable accommodation. The Employer will begin processing a reasonable accommodation request within thirty (30) calendar days. 34.3 29.3 Employees requesting accommodation must cooperate with the Employer agency in discussing the need for and possible form of any accommodation. The Employer Agency may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer agency expense. Medical information disclosed to the Employer agency will be kept confidential. 34.4 29.4 The Employer Agency will determine whether an employee is eligible for a reasonable accommodation and the final form of any accommodation to be provided. A status update will be given to the employee within 30 days of the submittal of the request and each 30 days thereafter. 34.5 29.5 An employee with permanent status may be separated from service when the Employer agency determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the Employer agency based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer Agency can require an employee to obtain a an independent medical examinationexamination at the agency’s expense, at Employer expenseincluding paid time, from a licensed physician or licensed mental health professional of the Employeragency’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations. An employee may elect to have a second medical examination, at the employee’s expense, if the employee disagrees with the results of the agency’s physician’s exam. The employee must use approved leave for the second exam. If the employee elects to have a second medical examination, the Agency will give the employee a copy of the documentation provided to the physician or licensed mental health professional that performed the original independent medical examination. The results of the second examination will be taken into consideration when making an accommodation or disability separation determination. 34.6 When 29.6 The Agency may separate an employee after providing at least three (3) working days’ notice when the Employer agency has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position for which they qualifyposition, or when the employee requests separation due to disability, the Employer may immediately separate the employee. 34.7 The Employer will inform the 29.7 An employee in writing of the option to apply to return to employment prior to the employee’s separation separated due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay placed in the General Government Transition Pool Program if he/she submits a written request for reemployment and will not be considered a break has met the reemployment requirements of WAC 000-00-000 through -105. Employees participating in servicethe transition pool program shall have no right of appeal within the program. 34.8 A disability 29.8 Disability separation is not a disciplinary action. Disability An employee who has been separated due to disability may grieve his/her disability separation in accordance with Article 27, Grievance Procedure, unless separation was at the employee’s request is not subject request. Should an employee grieve a disability separation taken as a result of an examination, the Agency will release the examination results to the grievance procedure in Article 30Association provided the employee signs a medical release form authorizing such release. 30.1 Definition‌‌‌

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 The Employer and the Union will comply with all relevant federal and state laws, and regulations providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, Human Resource Services will make the reasonable accommodation written procedures available to an employee. 34.2 An employee who believes that they suffer he or shethey suffers a disability and requires a reasonable accommodation to perform the essential functions of their his or hertheir position may request such an accommodation by submitting a request to the Employer. 34.3 Employees requesting accommodation must cooperate with the Employer in discussing the need for and possible form of any accommodation. The Employer may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer expense. Medical information disclosed to the Employer will be kept confidential. 34.4 The Employer will determine whether an employee is eligible for a reasonable accommodation and the accommodation to be provided. 34.5 An employee with permanent status may be separated from service when the Employer determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the Employer based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer can require an employee to obtain a medical examination, at Employer expense, from a licensed physician or licensed mental health professional of the Employer’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations. 34.6 When the Employer has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position for which they qualifyhe or shethey qualifyies, or the employee requests separation due to disability, the Employer may immediately separate the employee. 34.7 The Employer will inform the employee in writing of the option to apply to return to employment prior to the his or herthe employee’s separation due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service. 34.8 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 30.

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 29.1 The Employer and the Union Association will comply with all relevant federal and state laws, regulations and regulations executive orders providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, Human Resource Services will make the reasonable accommodation written procedures available to an employee. 34.2 29.2 An employee who believes that they suffer he/she suffers a disability and requires a reasonable accommodation to perform the essential functions of their his/her position may request such an accommodation by submitting a request to the Employeragency. The Employer will acknowledge receipt of the request for reasonable accommodation. The Employer will begin processing a reasonable accommodation request within thirty (30) calendar days. 34.3 29.3 Employees requesting accommodation must cooperate with the Employer agency in discussing the need for and possible form of any accommodation. The Employer Agency may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer agency expense. Medical information disclosed to the Employer agency will be kept confidential. 34.4 29.4 The Employer Agency will determine whether an employee is eligible for a reasonable accommodation and the final form of any accommodation to be provided. A status update will be given to the employee within thirty (30) days of the submittal of the request and each thirty (30) days thereafter. 34.5 29.5 An employee with permanent status may be separated from service when the Employer agency determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability which 29.6 The Agency may be made by the Employer based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer can require separate an employee to obtain a medical examination, after providing at Employer expense, from a licensed physician or licensed mental health professional of least three (3) working days’ notice when the Employer’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations. 34.6 When the Employer agency has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position for which they qualifyposition, or when the employee requests separation due to disability, the Employer may immediately separate the employee. 34.7 The Employer will inform the 29.7 An employee in writing of the option to apply to return to employment prior to the employee’s separation separated due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay placed in the General Government Transition Pool Program if he/she submits a written request for reemployment and will not be considered a break has met the reemployment requirements of WAC 000-00-000 through -105. Employees participating in servicethe transition pool program shall have no right of appeal within the program. 34.8 A disability 29.8 Disability separation is not a disciplinary action. Disability An employee who has been separated due to disability may grieve his/her disability separation in accordance with Article 27, Grievance Procedure, unless separation was at the employee’s request is not subject request. Should an employee grieve a disability separation taken as a result of an examination, the Agency will release the examination results to the grievance procedure in Article 30Association provided the employee signs a medical release form authorizing such release.

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 31.1 The Employer and the Union will comply with all relevant federal and state laws, and regulations providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, the Human Resource Services Resources Office will make the reasonable accommodation written procedures available to an employee. 34.2 31.2 An employee who believes that they suffer he or she suffers a disability and requires a reasonable accommodation to perform the essential functions of their his or her position may request such an accommodation by submitting a request to the Employer. 34.3 31.3 Employees requesting accommodation must cooperate with the Employer in discussing the need for and possible form of any accommodation. The Employer may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer expense. Medical information disclosed to the Employer will be kept confidential. 34.4 31.4 The Employer and the employee will use an interactive process to determine whether an employee is eligible for a reasonable accommodation and the accommodation to be provided. 34.5 31.5 An employee with permanent status may be separated from service when the Employer determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the Employer based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer can require an employee to obtain a medical examination, at Employer expense, from a licensed physician or licensed mental health professional of the Employer’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations.made 34.6 31.6 When the Employer has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position for which they qualifyhe or she qualifies, or the employee requests separation due to disability, the Employer may immediately separate the employee. 34.7 31.7 The Employer will inform the employee in writing of the option to apply to return to employment prior to the employee’s his or her separation due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service. 34.8 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 30.two

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 32.1 The Employer and the Union will comply with all relevant federal and state laws, and regulations providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, Human Resource Services will make the reasonable accommodation written procedures available to an employee. 34.2 32.2 An employee who believes that they suffer he or she suffers a disability and requires a reasonable accommodation to perform the essential functions of their his or her position may request such an accommodation by submitting a request to the Employer. 34.3 32.3 Employees requesting accommodation must cooperate with the Employer in discussing the need for and possible form of any accommodation. The Employer may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer expense. Medical information disclosed to the Employer will be kept confidential. 34.4 32.4 The Employer will determine whether an employee is eligible for a reasonable accommodation and the accommodation to be provided. 34.5 32.5 An employee with permanent status may be separated from service when the Employer determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the Employer based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer can require an employee to obtain a medical examination, at Employer expense, from a licensed physician or licensed mental health professional of the Employer’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations. 34.6 32.6 When the Employer has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position for which they qualifyhe or she qualifies, or the employee requests separation due to disability, the Employer may immediately separate the employee. 34.7 32.7 The Employer will inform the employee in writing of the option to apply to return to employment prior to the employee’s his or her separation due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service. 34.8 32.8 A disability separation is not a disciplinary action. An employee who has been separated due to disability may grieve his or her disability separation only up to the final internal step of the grievance procedure. Disability separation at the employee’s request is not subject to the grievance procedure in Article 3028.

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 The Employer and the Union will comply with all relevant federal and state laws, federal and regulations state regulations, and Employer policy providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, the Human Resource Services Resources Office will make the reasonable accommodation written procedures available to an employee. 34.2 An employee who believes that he or she suffers Employees who believe that they suffer a disability and requires require a reasonable accommodation to perform the essential functions of his or her their position may request such an accommodation by submitting a request to the Employer. 34.3 Employees requesting accommodation must cooperate with the Employer in discussing the need for and possible form of any accommodation. The Employer may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer expense. Medical information disclosed to the Employer will be kept confidential. 34.4 The Employer will determine whether an employee is eligible for a reasonable accommodation and the accommodation to be provided. 34.5 An employee with permanent status may be separated from service when the Employer determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the Employer based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer can require an employee to obtain a medical examination, at Employer expense, from a licensed physician or licensed mental health professional of the Employer’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations.’s 34.6 When the Employer has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in their present position, or in any available vacant funded position for which they he or she qualifiesthey qualify, or the employee requests separation due to disability, the Employer may immediately separate the employee. 34.7 The Employer will inform the employee in writing of the option to apply to return to employment prior to the employee’s his or her their separation due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service. 34.8 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 30.

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 21.1 The Employer College and the Union will comply with all relevant federal and state laws, and regulations providing reasonable accommodations to qualified individuals with disabilities. The Employer College will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, The Human Resource Services Resources Office will make the reasonable accommodation written procedures available to an employee. 34.2 21.2 An employee who believes that they suffer a disability exists and requires that they require a reasonable accommodation to apply for positions within the College, to perform the essential functions of their position position, and/or to complete training offered by the College may request such an accommodation by submitting a request to following the EmployerColleges Reasonable Accommodation Procedure. 34.3 21.3 Employees requesting accommodation must cooperate with the Employer College in discussing the need for and possible form of any accommodation. The Employer College may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer College expense. Medical information disclosed to the Employer College will be kept confidential. Medical documentation will be kept in a secured location. 34.4 21.4 The Employer College will determine whether an employee is eligible for a reasonable accommodation and the if an accommodation to can be provided. The employee will be advised of the College’s determination consistent with the Reasonable Accommodation Procedure in the Colleges Policies and Procedures. 34.5 21.5 An employee with permanent status may be separated from service when the Employer College determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the Employer College based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer College can require an employee to obtain a medical examination, at Employer College’s expense, from a licensed physician or licensed mental health professional of the EmployerCollege’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations. 34.6 21.6 When the Employer College has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position for which they qualifythe employee qualifies, or the employee requests separation due to disability, the Employer College may immediately separate the employee. 34.7 21.7 The Employer College will inform the employee in writing of the option to apply to return to employment prior to the employee’s their separation due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of requested by the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service.separated 34.8 21.8 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 30.31

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 21.1 The Employer College and the Union will comply with all relevant federal and state laws, and regulations providing reasonable accommodations to qualified individuals with disabilities. The Employer College will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, Human Resource Services will make the reasonable accommodation written procedures available to an employee. 34.2 21.2 An employee who believes that they suffer a disability exists and requires that they require a reasonable accommodation to apply for positions within the College, to perform the essential functions of their position position, and/or to complete training offered by the College may request such an accommodation by submitting a written request to the EmployerCollege. 34.3 21.3 Employees requesting accommodation must cooperate with the Employer College in discussing the need for and possible form of any accommodation. The Employer College may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer College expense. Medical information disclosed to the Employer College will be kept confidential. Medical documentation will be kept in a secured location. 34.4 21.4 The Employer College will determine whether an employee is eligible for a reasonable accommodation and the if an accommodation to can be provided. The employee will be advised of the College’s determination consistent with the Reasonable Accommodation in Employment policy dated July 26, 2005 and internal procedures. 34.5 21.5 An employee with permanent status may be separated from service when the Employer College determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the Employer College based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer College can require an employee to obtain a medical examination, at Employer College’s expense, from a licensed physician or licensed mental health professional of the EmployerCollege’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations. 34.6 21.6 When the Employer College has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position for which they qualifythe employee qualifies, or the employee requests separation due to disability, the Employer College may immediately separate the employee. 34.7 21.7 The Employer College will inform the employee in writing of the option to apply to return to employment prior to the employee’s their separation due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of requested by the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service.separated 34.8 21.8 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 30.31

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 The Employer and the Union will comply with all relevant federal and state laws, and regulations providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, the Human Resource Services Resources Office will make the reasonable accommodation written procedures available to an employee. 34.2 An employee who believes that they suffer he or she suffers a disability and requires a reasonable accommodation to perform the essential functions of their his or her position may request such an accommodation by submitting a request to the Employer. 34.3 Employees requesting accommodation must cooperate with the Employer in discussing the need for and possible form of any accommodation. The Employer may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer expense. Medical information disclosed to the Employer will be kept confidential. 34.4 The Employer will determine whether an employee is eligible for a reasonable accommodation and the accommodation to be provided. 34.5 An employee with permanent status may be separated from service when the Employer determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the Employer based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer can require an employee to obtain a medical examination, at Employer expense, from a licensed physician or licensed mental health professional of the Employer’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations. 34.6 When the Employer has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position for which they qualifyhe or she qualifies, or the employee requests separation due to disability, the Employer may immediately separate the employee. 34.7 The Employer will inform the employee in writing of the option to apply to return to employment prior to the employee’s his or her separation due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service. 34.8 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 30.

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 The Employer and the Union will comply with all relevant federal and state laws, and regulations providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, Human Resource Services will make the reasonable accommodation written procedures available to an employee. 34.2 An employee who believes that they suffer a disability and requires a reasonable accommodation to perform the essential functions of their position may request such an accommodation by submitting a request to the Employer. 34.3 Employees requesting accommodation must cooperate with the Employer in discussing the need for and possible form of any accommodation. The Employer may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer expense. Medical information disclosed to the Employer will be kept confidential. 34.4 The Employer will determine whether an employee is eligible for a reasonable accommodation and the accommodation to be provided. 34.5 An employee with permanent status may be separated from service when the Employer determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the Employer based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer can require an employee to obtain a medical examination, at Employer expense, from a licensed physician or licensed mental health professional of the Employer’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations. 34.6 When the Employer has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position for which they qualify, or the employee requests separation due to disability, the Employer may immediately separate the employee. 34.7 The Employer will inform the employee in writing of the option to apply to return to employment prior to the employee’s separation due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service.) 34.8 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 30.

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 21.1 The Employer College and the Union will comply with all relevant federal and state laws, and regulations providing reasonable accommodations to qualified individuals with disabilities. The Employer College will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, The Human Resource Services Resources Office will make the reasonable accommodation written procedures available to an employee. 34.2 21.1 An employee who believes that they suffer a disability exists and requires that they require a reasonable accommodation to apply for positions within the College, to perform the essential functions of their position position, and/or to complete training offered by the College may request such an accommodation by submitting a request to following the Employer.Colleges Reasonable Accommodation Procedure. The College (Human Resources) will acknowledge receipt of the request for reasonable 34.3 21.2 Employees requesting accommodation must cooperate with the Employer College in discussing the need for and possible form of any accommodation. The Employer College may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer College expense. Medical information disclosed to the Employer College will be kept confidential. Medical documentation will be kept in a secured location. 34.4 21.3 The Employer College will determine whether an employee is eligible for a reasonable accommodation and the if an accommodation to can be provided. The employee will be provided written notice within fourteen (14) calendar days of the College’s determination consistent with the Reasonable Accommodation Procedure in the Colleges Policies and Procedures. 34.5 21.4 An employee with permanent status may be separated from service when the Employer College determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the Employer College based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer College can require an employee to obtain a medical examination, at Employer College’s expense, from a licensed physician or licensed mental health professional of the EmployerCollege’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations. 34.6 21.5 When the Employer College has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position for which they qualifythe employee qualifies, or the employee requests separation due to disability, the Employer College may immediately separate the employee. 34.7 21.6 The Employer College will inform the employee in writing of the option to apply to return to employment prior to the employee’s their separation due to disability. The Employer If requested by the separated employee, the College will provide assistance to individuals seeking reemployment under this Article for two (2) yearsyears following the date of separation. If reemployed, upon successful completion reemployed by the College within two (2) years of the employee’s probationary perioda disability separation, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service.accordance to Article 33.2 I. 34.8 21.7 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 3031 Grievance Procedure.

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 21.1 The Employer College and the Union will comply with all relevant federal and state laws, and regulations providing reasonable accommodations to qualified individuals with disabilities. The Employer College will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, The Human Resource Services Resources Office will make the reasonable accommodation written procedures available to an employee. 34.2 21.2 An employee who believes that they suffer a disability exists and requires that they require a reasonable accommodation to apply for positions within the College, to perform the essential functions of their position position, and/or to complete training offered by the College may request such an accommodation by submitting a request to following the EmployerColleges Reasonable Accommodation Procedure. 34.3 21.3 Employees requesting accommodation must cooperate with the Employer College in discussing the need for and possible form of any accommodation. The Employer College may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer College expense. Medical information disclosed to the Employer College will be kept confidential. Medical documentation will be kept in a secured location. 34.4 21.4 The Employer College will determine whether an employee is eligible for a reasonable accommodation and the if an accommodation to can be provided. The employee will be advised of the College’s determination consistent with the Reasonable Accommodation Procedure in the Colleges Policies and Procedures. 34.5 21.5 An employee with permanent status may be separated from service when the Employer College determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the Employer College based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer College can require an employee to obtain a medical examination, at Employer College’s expense, from a licensed physician or licensed mental health professional of the EmployerCollege’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations. 34.6 21.6 When the Employer College has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position for which they qualifythe employee qualifies, or the employee requests separation due to disability, the Employer College may immediately separate the employee. 34.7 21.7 The Employer College will inform the employee in writing of the option to apply to return to employment prior to the employee’s their separation due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of requested by the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service.separated 34.8 21.8 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 3031 Grievance Procedure.

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 35.1 The Employer and the Union will comply with all relevant federal and state laws, federal and regulations state regulations, and Employer policy providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, the Human Resource Services Resources Office will make the reasonable accommodation written procedures available to an employee. 34.2 An employee 35.2 Employees who believes believe that they suffer a disability and requires require a reasonable accommodation to perform the essential functions of their position may request such an accommodation by submitting a request to the Employer. 34.3 35.3 Employees requesting accommodation must cooperate with the Employer in discussing the need for and possible form of any accommodation. The Employer may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer expense. Medical information disclosed to the Employer will be kept confidential. 34.4 35.4 The Employer will determine whether an employee is eligible for a reasonable accommodation and the accommodation to be provided. 34.5 35.5 An employee with permanent status may be separated from service when the Employer determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability, reasonable accommodation, and disability separation may be made by the Employer based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer can require an employee to obtain a an independent medical examination, at Employer expense, from a licensed physician or licensed mental health professional of the Employer’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations. 34.6 35.6 When the Employer has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position for which they qualify, or the employee requests separation due to disability, the Employer may immediately separate the employee.their present 34.7 35.7 The Employer will inform the employee in writing of the option to apply to return to employment prior to the employee’s their separation due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service. 34.8 35.8 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 30.

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 The Employer and the Union will comply with all relevant federal and state laws, and regulations providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, Human Resource Services will make the reasonable accommodation written procedures available to an employee. 34.2 An employee who believes that they suffer he or she suffers a disability and requires a reasonable accommodation to perform the essential functions of their his or her position may request such an accommodation by submitting a request to the Employer. 34.3 Employees requesting accommodation must cooperate with the Employer in discussing the need for and possible form of any accommodation. The Employer may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer expense. Medical information disclosed to the Employer will be kept confidential. 34.4 The Employer will determine whether an employee is eligible for a reasonable accommodation and the accommodation to be provided. 34.5 An employee with permanent status may be separated from service when the Employer determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the Employer based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer can require an employee to obtain a medical examination, at Employer expense, from a licensed physician or licensed mental health professional of the Employer’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations. 34.6 When the Employer has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position for which they qualifyhe or she qualifies, or the employee requests separation due to disability, the Employer may immediately separate the employee. 34.7 The Employer will inform the employee in writing of the option to apply to return to employment prior to the employee’s his or her separation due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service. 34.8 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 30.

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 The Employer and the Union will comply with all relevant federal and state laws, and regulations providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, Human Resource Services will make the reasonable accommodation written procedures available to an employee. 34.2 An employee who believes that they suffer a disability and requires a reasonable accommodation to perform the essential functions of their position may request such an accommodation by submitting a request to the Employer. 34.3 Employees requesting accommodation must cooperate with the Employer in discussing the need for and possible form of any accommodation. The Employer may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer expense. Medical information disclosed to the Employer will be kept confidential.opinion 34.4 The Employer will determine whether an employee is eligible for a reasonable accommodation and the accommodation to be provided. 34.5 An employee with permanent status may be separated from service when the Employer determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the Employer based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer can require an employee to obtain a medical examination, at Employer expense, from a licensed physician or licensed mental health professional of the Employer’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations. 34.6 When the Employer has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position for which they qualify, or the employee requests separation due to disability, the Employer may immediately separate the employee. 34.7 The Employer will inform the employee in writing of the option to apply to return to employment prior to the employee’s separation due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service. 34.8 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 30.

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 The Employer and the Union will comply with all relevant federal and state laws, and regulations providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, Human Resource Services will make the reasonable accommodation written procedures available to an employee.with 34.2 An employee who believes that they suffer a disability and requires a reasonable accommodation to perform the essential functions of their position may request such an accommodation by submitting a request to the Employer. 34.3 Employees requesting accommodation must cooperate with the Employer in discussing the need for and possible form of any accommodation. The Employer may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer expense. Medical information disclosed to the Employer will be kept confidential. 34.4 The Employer will determine whether an employee is eligible for a reasonable accommodation and the accommodation to be provided. 34.5 An employee with permanent status may be separated from service when the Employer determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the Employer based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer can require an employee to obtain a medical examination, at Employer expense, from a licensed physician or licensed mental health professional of the Employer’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations. 34.6 When the Employer has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position for which they qualify, or the employee requests separation due to disability, the Employer may immediately separate the employee. 34.7 The Employer will inform the employee in writing of the option to apply to return to employment prior to the employee’s separation due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service. 34.8 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 30.

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 32.1 The Employer and the Union will comply with all relevant federal and state laws, and regulations providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, Human Resource Services will make the reasonable accommodation written procedures available to an employee. 34.2 32.2 An employee who believes that they suffer he or she suffers a disability and requires a reasonable accommodation to perform the essential functions of their his or her position may request such an accommodation by submitting a request to the Employer. 34.3 32.3 Employees requesting accommodation must cooperate with the Employer in discussing the need for and possible form of any accommodation. The Employer may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer expense. Medical information disclosed to the Employer will be kept confidential. 34.4 32.4 The Employer will determine whether an employee is eligible for a reasonable accommodation and the accommodation to be provided. 34.5 32.5 An employee with permanent status may be separated from service when the Employer determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the Employer based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer can require an employee to obtain a medical examination, at Employer expense, from a licensed physician or licensed mental health professional of the Employer’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations. 34.6 32.6 When the Employer has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position for which they qualify, or the employee requests separation due to disability, the Employer may immediately separate the employee. 34.7 32.7 The Employer will inform the employee in writing of the option to apply to return to employment prior to the employee’s his or her separation due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service. 34.8 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 30.two

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 33.1 The Employer and the Union will comply with all relevant federal and state laws, regulations and regulations executive orders providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, Human Resource Services will make the reasonable accommodation written procedures available to an employee. 34.2 33.2 An employee who believes that they suffer he or she suffers a disability and requires a reasonable accommodation to perform the essential functions of their his or her position may request such an accommodation by submitting a request to the Employeragency. 34.3 33.3 Employees requesting accommodation must cooperate with the Employer agency in discussing the need for and possible form of any accommodation. The Employer agency may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer agency expense. Medical information disclosed to the Employer agency will be kept confidential. 34.4 33.4 The Employer agency will determine whether an employee is eligible for a reasonable accommodation and the final form of any accommodation to be provided. 34.5 33.5 An employee with permanent status may be separated from service when the Employer agency determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the Employer agency based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer agency can require an employee to obtain a medical examinationexamination at the agency’s expense, at Employer expenseincluding paid time, from a licensed physician or licensed mental health professional of the Employeragency’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations. An employee may elect to have a second medical examination, at the employee’s expense, if the employee disagrees with the results of the agency’s physician’s exam. The employee must use approved leave for the second exam. The results of this examination will be taken into consideration when making an accommodation determination. 34.6 When 33.6 The agency may separate an employee when the Employer agency has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position for which they qualifyposition, or when the employee requests separation due to disability, the Employer may immediately separate the employee. 34.7 The Employer will inform the 33.7 An employee in writing of the option to apply to return to employment prior to the employee’s separation separated due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay placed in the General Government Transition Pool Program if he or she submits a written request for reemployment and will not be considered a break in service. 34.8 A disability separation is not a disciplinary action. Disability separation at has met the employee’s request is not subject to the grievance procedure in Article 30.reemployment requirements of WAC 000-00-000

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 The Employer and the Union will comply with all relevant federal and state laws, federal and regulations state regulations, and Employer policy providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, the Human Resource Services Resources Office will make the reasonable accommodation written procedures available to an employee. 34.2 An employee Employees who believes believe that they suffer a disability and requires require a reasonable accommodation to perform the essential functions of their position may request such an accommodation by submitting a request to the Employer. 34.3 Employees requesting accommodation must cooperate with the Employer in discussing the need for and possible form of any accommodation. The Employer may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer expense. Medical information disclosed to the Employer will be kept confidential. 34.4 The Employer will determine whether an employee is eligible for a reasonable accommodation and the accommodation to be provided. 34.5 An employee with permanent status may be separated from service when the Employer determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability, reasonable accommodation, and disability separation may be made by the Employer based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer can require an employee to obtain a an independent medical examination, at Employer expense, from a licensed physician or licensed mental health professional of the Employer’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations. 34.6 When the Employer has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in their present position, or in any available vacant funded position for which they qualify, or the employee requests separation due to disability, the Employer may immediately separate the employee. 34.7 The Employer will inform the employee in writing of the option to apply to return to employment prior to the employee’s their separation due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service. 34.8 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 30.

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 The Employer and the Union will comply with all relevant federal and state laws, federal and regulations state regulations, and Employer policy providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, the Human Resource Services Resources Office will make the reasonable accommodation written procedures available to an employee. 34.2 An employee Employees who believes believe that they suffer a disability and requires require a reasonable accommodation to perform the essential functions of their position may request such an accommodation by submitting a request to the Employer. 34.3 Employees requesting accommodation must cooperate with the Employer in discussing the need for and possible form of any accommodation. The Employer may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer expense. Medical information disclosed to the Employer will be kept confidential. 34.4 The Employer will determine whether an employee is eligible for a reasonable accommodation and the accommodation to be provided. 34.5 An employee with permanent status may be separated from service when the Employer determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability, reasonable accommodation, and disability separation may be made by the Employer based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer can require an employee to obtain a an independent medical examination, at Employer expense, from a licensed physician or licensed mental health professional of the Employer’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations. 34.6 When the Employer has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in their present position, or in any available vacant funded position for which they qualify, or the employee requests separation due to disability, the Employer may immediately separate the employee. 34.7 The Employer will inform the employee in writing of the option to apply to return to employment prior to the employee’s their separation due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service.If 34.8 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 30.

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 The Employer and the Union will comply with all relevant federal and state laws, and regulations providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, the Human Resource Services Resources Office will make the reasonable accommodation written procedures available to an employee. 34.2 An employee who believes that they suffer a disability and requires a reasonable accommodation to perform the essential functions of their position may request such an accommodation by submitting a request to the Employer. 34.3 Employees requesting accommodation must cooperate with the Employer in discussing the need for and possible form of any accommodation. The Employer may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer expense. Medical information disclosed to the Employer will be kept confidential. 34.4 The Employer will determine whether an employee is eligible for a reasonable accommodation and the accommodation to be provided. 34.5 An employee with permanent status may be separated from service when the Employer determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the Employer based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer can require an employee to obtain a medical examination, at Employer expense, from a licensed physician or licensed mental health professional of the Employer’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations. 34.6 When the Employer has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position for which they qualify, or the employee requests separation due to disability, the Employer may immediately separate the employee. 34.7 The Employer will inform the employee in writing of the option to apply to return to employment prior to the employee’s separation due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service. 34.8 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 30.

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 The Employer and the Union will comply with all relevant federal and state laws, federal and regulations state regulations, and Employer policy providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, the Human Resource Services Resources Office will make the reasonable accommodation written procedures available to an employee. 34.2 An employee who believes that they suffer he or she suffers a disability and requires a reasonable accommodation to perform the essential functions of their his or her position may request such an accommodation by submitting a request to the Employer. 34.3 Employees requesting accommodation must cooperate with the Employer in discussing the need for and possible form of any accommodation. The Employer may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer expense. Medical information disclosed to the Employer will be kept confidential. 34.4 The Employer will determine whether an employee is eligible for a reasonable accommodation and the accommodation to be provided. 34.5 An employee with permanent status may be separated from service when the Employer determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability, reasonable accommodation, and disability separation may be made by the Employer based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer can require an employee to obtain a an independent medical examination, at Employer expense, from a licensed physician or licensed mental health professional of the Employer’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations.requested 34.6 When the Employer has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in their present position, or in any available vacant funded position for which they qualifyhe or she qualifies, or the employee requests separation due to disability, the Employer may immediately separate the employee. 34.7 The Employer will inform the employee in writing of the option to apply to return to employment prior to the employee’s his or her separation due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service. 34.8 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 30.

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 31.1 The Employer and the Union will comply with all relevant federal and state laws, and regulations providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, the Human Resource Services Resources Office will make the reasonable accommodation written procedures available to an employee. 34.2 31.2 An employee who believes that they suffer he or she suffers a disability and requires a reasonable accommodation to perform the essential functions of their his or her position may request such an accommodation by submitting a request to the Employer. 34.3 31.3 Employees requesting accommodation must cooperate with the Employer in discussing the need for and possible form of any accommodation. The Employer may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer expense. Medical information disclosed to the Employer will be kept confidential. 34.4 31.4 The Employer and the employee will use an interactive process to determine whether an employee is eligible for a reasonable accommodation and the accommodation to be provided. 34.5 31.5 An employee with permanent status may be separated from service when the Employer determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the Employer based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer can require an employee to obtain a medical examination, at Employer expense, from a licensed physician or licensed mental health professional of the Employer’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations. 34.6 31.6 When the Employer has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position for which they qualifyhe or she qualifies, or the employee requests separation due to disability, the Employer may immediately separate the employee. 34.7 31.7 The Employer will inform the employee in writing of the option to apply to return to employment prior to the employee’s his or her separation due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service. 34.8 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 30.two

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 The Employer and the Union will comply with all relevant federal and state laws, and regulations providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, Human Resource Services will make the reasonable accommodation written procedures available to an employee. 34.2 An employee who believes that they suffer a disability and requires a reasonable accommodation to perform the essential functions of their position may request such an accommodation by submitting a request to the Employer. 34.3 Employees requesting accommodation must cooperate with the Employer in discussing the need for and possible form of any accommodation. The Employer may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer expense. Medical information disclosed to the Employer will be kept confidential. 34.4 The Employer will determine whether an employee is eligible for a reasonable accommodation and the accommodation to be provided. 34.5 An employee with permanent status may be separated from service when the Employer determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the Employer based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer can require an employee to obtain a medical examination, at Employer expense, from a licensed physician or licensed mental health professional of the Employer’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations. 34.6 When the Employer has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position for which they qualify, or the employee requests separation due to disability, the Employer may immediately separate the employee. 34.7 The Employer will inform the employee in writing of the option to apply to return to employment prior to the employee’s separation due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service.will 34.8 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 30.

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 21.1 The Employer College and the Union will comply with all relevant federal and state laws, and regulations providing reasonable accommodations to qualified individuals with disabilities. The Employer College will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, The Human Resource Services Resources Office will make the reasonable accommodation written procedures available to an employee. 34.2 21.1 An employee who believes that they suffer a disability exists and requires that they require a reasonable accommodation to apply for positions within the College, to perform the essential functions of their position position, and/or to complete training offered by the College may request such an accommodation by submitting a request to following the EmployerColleges Reasonable Accommodation Procedure. The College (Human Resources) will acknowledge receipt of the request for reasonable accommodation or disability separation. The College will begin processing a reasonable accommodation request within fourteen (14) calendar days. 34.3 21.2 Employees requesting accommodation must cooperate with the Employer College in discussing the need for and possible form of any accommodation. The Employer College may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer College expense. Medical information disclosed to the Employer College will be kept confidential. Medical documentation will be kept in a secured location. 34.4 21.3 The Employer College will determine whether an employee is eligible for a reasonable accommodation and the if an accommodation to can be provided. The employee will be provided written notice within fourteen (14) calendar days of the College’s determination consistent with the Reasonable Accommodation Procedure in the Colleges Policies and Procedures. 34.5 21.4 An employee with permanent status may be separated from service when the Employer College determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the Employer College based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer College can require an employee to obtain a medical examination, at Employer College’s expense, from a licensed physician or licensed mental health professional of the EmployerCollege’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations.the 34.6 21.5 When the Employer College has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position for which they qualifythe employee qualifies, or the employee requests separation due to disability, the Employer College may immediately separate the employee. 34.7 21.6 The Employer College will inform the employee in writing of the option to apply to return to employment prior to the employee’s their separation due to disability. The Employer If requested by the separated employee, the College will provide assistance to individuals seeking reemployment under this Article for two (2) yearsyears following the date of separation. If reemployed, upon successful completion reemployed by the College within two (2) years of the employee’s probationary perioda disability separation, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service.accordance to Article 33.2 I. 34.8 21.7 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 3031 Grievance Procedure.

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 The Employer and the Union will comply with all relevant federal and state laws, federal and regulations state regulations, and Employer policy providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, the Human Resource Services Resources Office will make the reasonable accommodation written procedures available to an employee. 34.2 An employee Employees who believes believe that they suffer a disability and requires require a reasonable accommodation to perform the essential functions of their position may request such an accommodation by submitting a request to the Employer. 34.3 Employees requesting accommodation must cooperate with the Employer in discussing the need for and possible form of any accommodation. The Employer may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer expense. Medical information disclosed to the Employer will be kept confidential. 34.4 The Employer will determine whether an employee is eligible for a reasonable accommodation and the accommodation to be provided. 34.5 An employee with permanent status may be separated from service when the Employer determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability, reasonable accommodation, and disability separation may be made by the Employer based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer can require an employee to obtain a an independent medical examination, at Employer expense, from a licensed physician or licensed mental health professional of the Employer’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations.requested 34.6 When the Employer has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in their present position, or in any available vacant funded position for which they qualify, or the employee requests separation due to disability, the Employer may immediately separate the employee. 34.7 The Employer will inform the employee in writing of the option to apply to return to employment prior to the employee’s their separation due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service. 34.8 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 30.

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 29.1 The Employer and the Union will comply with all relevant federal and state laws, regulations and regulations executive orders providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, Human Resource Services will make the reasonable accommodation written procedures available to an employee. 34.2 29.2 An employee who believes that they suffer a disability and requires require a reasonable accommodation to perform the essential functions of their position may request such an accommodation by submitting a request to the EmployerAgency. 34.3 29.3 Employees requesting accommodation must cooperate with the Employer Agency in discussing the need for for, and possible form of of, any accommodation. The Employer Agency may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer agency expense. Medical information disclosed to the Employer Agency will be kept confidential. 34.4 29.4 The Employer Agency will determine whether an employee is eligible for a reasonable accommodation and the final form of any accommodation to be provided. 34.5 29.5 An employee with permanent status may be separated from service when the Employer Agency determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the Employer Agency based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer Agency must make a disability determination within a reasonable amount of time after the submittal of this paperwork. The Agency can require an employee to obtain a an independent medical examinationexamination at the Agency’s expense, at Employer expenseincluding paid time, from a licensed physician or licensed mental health professional of the EmployerAgency’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations. 34.6 When 29.6 The Agency may separate an employee when the Employer Agency has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position for which they qualifyposition, or when the employee requests separation due to disability, the Employer may immediately separate the employee. 34.7 The Employer will inform the 29.7 An employee in writing of the option to apply to return to employment prior to the employee’s separation separated due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay placed in the General Government Transition Pool Program if the employee submits a written request for reemployment and will not be considered a break has met the reemployment requirements of WAC 000-00-000 through 105. Employees participating in servicethe transition pool program shall have no right of appeal within the program. 34.8 A disability 29.8 Disability separation is not a disciplinary action. Disability An employee who has been separated due to disability may grieve their disability separation in accordance with Article 27, Grievance Procedure, unless separation was at the employee’s request is not subject request. Upon written request, an employee who grieves a disability separation will be provided a copy of the medical information the Agency used to make the grievance procedure in Article 30.disability separation determination ARTICLE 30 SENIORITY‌

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 29.1 The Employer and the Union will comply with all relevant federal and state laws, and regulations providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, Human Resource Services will make the reasonable accommodation written procedures available to an employee. 34.2 29.2 An employee who believes that they suffer he or she suffers a disability and requires a reasonable accommodation to perform the essential functions of their his or her position may request such an accommodation by submitting a request to the Employer. 34.3 29.3 Employees requesting accommodation must cooperate with the Employer in discussing the need for and possible form of any accommodation. The Employer may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer expense. Medical information disclosed to the Employer will be kept confidential.second 34.4 29.4 The Employer will determine whether an employee is eligible for a reasonable accommodation and the accommodation to be provided. 34.5 29.5 An employee with permanent status may be separated from service when the Employer determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the Employer based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer can require an employee to obtain a an independent medical examination, examination at Employer expense, from a licensed physician or licensed mental health professional of the Employer’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations. 34.6 29.6 When the Employer has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position for which they qualify, or the employee requests separation due to disability, the Employer may immediately separate the employeeemployee in accordance with WAC 000-00-000 through 170. An employee who has been separated due to disability may appeal the separation as provided in WAC 357-52. 34.7 29.7 The Employer will inform the employee in writing of the option to apply to return to employment prior to the employee’s his or her separation due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service. 34.8 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 30.30.1 Definition

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 The Employer and the Union will comply with all relevant federal and state laws, and regulations providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, Human Resource Services will make the reasonable accommodation written procedures available to an employee. 34.2 An employee who believes that they suffer a disability and requires a reasonable accommodation to perform the essential functions of their position may request such an accommodation by submitting a request to the EmployerEmployer (Human Resource Services). The Employer will acknowledge receipt of the request for reasonable accommodation or disability separation. The Employer will begin processing a reasonable accommodation request within thirty (30) calendar days. 34.3 Employees requesting accommodation must cooperate with the Employer in discussing the need for and possible form of any accommodation. The Employer may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer expense. Medical information disclosed to the Employer will be kept confidential. 34.4 The Employer will determine whether an employee is eligible for a reasonable accommodation and the accommodation to be provided. The Employer will provide a written response within fourteen (14) calendar days of making their determination. 34.5 An employee with permanent status may be separated from service when the Employer determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the Employer based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer can require an employee to obtain a medical examination, at Employer expense, from a licensed physician or licensed mental health professional of the Employer’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations. 34.6 When the Employer has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position for which they qualify, or the employee requests separation due to disability, the Employer may immediately separate the employee. 34.7 The Employer will inform the employee in writing of the option to apply to return to employment prior to the employee’s separation due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service. 34.8 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 30.

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 29.1 The Employer and the Union Association will comply with all relevant federal and state laws, regulations and regulations executive orders providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, Human Resource Services will make the reasonable accommodation written procedures available to an employee. 34.2 29.2 An employee who believes that they suffer he/she suffers a disability and requires a reasonable accommodation to perform the essential functions of their his/her position may request such an accommodation by submitting a request to the Employeragency. The Employer will acknowledge receipt of the request for reasonable accommodation. The Employer will begin processing a reasonable accommodation request within thirty (30) calendar days. 34.3 29.3 Employees requesting accommodation must cooperate with the Employer agency in discussing the need for and possible form of any accommodation. The Employer Agency may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer agency expense. Medical information disclosed to the Employer agency will be kept confidential. 34.4 29.4 The Employer Agency will determine whether an employee is eligible for a reasonable accommodation and the final form of any accommodation to be provided. A status update will be given to the employee within thirty (30) days of the submittal of the request and each thirty (30) days thereafter. 34.5 29.5 An employee with permanent status may be separated from service when the Employer agency determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the Employer agency based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer Agency can require an employee to obtain a an independent medical examinationexamination at the agency’s expense, at Employer expenseincluding paid time, from a licensed physician or licensed mental health professional of the Employeragency’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations. An employee may elect to have a second medical examination, at the employee’s expense, if the employee disagrees with the results of the agency’s physician’s exam. The employee must use approved leave for the second exam. If the employee elects to have a second medical examination, the Agency will give the employee a copy of the documentation provided to the physician or licensed mental health professional that performed the original independent medical examination. The results of the second (2nd) examination will‌ be taken into consideration when making an accommodation or disability separation determination. 34.6 When 29.6 The Agency may separate an employee after providing at least three (3) working days’ notice when the Employer agency has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position for which they qualifyposition, or when the employee requests separation due to disability, the Employer may immediately separate the employee. 34.7 The Employer will inform the 29.7 An employee in writing of the option to apply to return to employment prior to the employee’s separation separated due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay placed in the General Government Transition Pool Program if he/she submits a written request for reemployment and will not be considered a break has met the reemployment requirements of WAC 000-00-000 through -105. Employees participating in servicethe transition pool program shall have no right of appeal within the program. 34.8 A disability 29.8 Disability separation is not a disciplinary action. Disability An employee who has been separated due to disability may grieve his/her disability separation in accordance with Article 27, Grievance Procedure, unless separation was at the employee’s request is not subject request. Should an employee grieve a disability separation taken as a result of an examination, the Agency will release the examination results to the grievance procedure in Article 30Association provided the employee signs a medical release form authorizing such release.

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 34.1 The Employer and the Union will comply with all relevant federal and state laws, and regulations providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, Human Resource Services will make the reasonable accommodation written procedures available to an employee. 34.2 An employee who believes that they suffer he or she suffers a disability and requires a reasonable accommodation to perform the essential functions of their his or her position may request such an accommodation by submitting a request to the Employer. 34.3 Employees requesting accommodation must cooperate with the Employer in discussing the need for and possible form of any accommodation. The Employer may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer expense. Medical information disclosed to the Employer will be kept confidential. 34.4 The Employer will determine whether an employee is eligible for a reasonable accommodation and the accommodation to be provided. 34.5 An employee with permanent status may be separated from service when the Employer determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the Employer based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer can require an employee to obtain a medical examination, at Employer expense, from a licensed physician or licensed mental health professional of the Employer’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations. 34.6 When the Employer has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position for which they qualifyhe or she qualifies, or the employee requests separation due to disability, the Employer may immediately separate the employee. 34.7 The Employer will inform the employee in writing of the option to apply to return to employment prior to the employee’s his or her separation due to disability. The Employer will provide assistance to individuals seeking reemployment under this Article for two (2) years. If reemployed, upon successful completion of the employee’s probationary period, the time between separation and reemployment will be treated as leave without pay and will not be considered a break in service. 34.8 A disability separation is not a disciplinary action. Disability separation at the employee’s request is not subject to the grievance procedure in Article 30.