Common use of REASONABLE ACCOMMODATION AND DISABILITY SEPARATION Clause in Contracts

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 40.1 The University, Union, and employee will comply with all relevant federal and state laws, regulations, and executive orders, and with the provisions of University policy in providing reasonable accommodations to qualified individuals with disabilities. 40.2 An employee who believes that he or she suffers a disability and requires reasonable accommodation to perform the essential functions of his or her position may request such an accommodation from the Human Resources disability specialist. Employees requesting accommodation must cooperate with the University in discussing the need for and possible form of any accommodation. 40.3 The University may require supporting medical documentation with any request for accommodation, and may require the employee to obtain a second medical opinion at University expense. Medical information disclosed to the University will be kept confidential, in a file separate from the employee’s personnel file and disclosed only on a need-to-know basis. 40.4 The University will determine whether an employee is eligible for a reasonable accommodation, and the final form of any accommodation to be provided. If the University determines that an employee’s disability cannot be reasonably accommodated, including consideration of whether a move to a vacant position for which the employee is qualified might be a reasonable accommodation, the employee will be separated from service due to disability. Prior to any final decision regarding a disability separation, the University will notify the employee of its determination, and provide the employee with an opportunity to discuss that determination.

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 40.1 The University, Union, and employee will comply with all relevant federal and state laws, regulations, and executive orders, and with the provisions of University policy in providing reasonable accommodations to qualified individuals with disabilities. 40.2 An employee who believes that he or she suffers a disability and requires reasonable accommodation to perform the essential functions of his or her position may request such an accommodation from the Human Resources disability specialistCenter for Disability Services. Employees requesting accommodation must cooperate with the University in discussing the need for and possible form of any accommodation. 40.3 The University may require supporting medical documentation with any request for accommodation, and may require the employee to obtain a second medical opinion at University expense. Medical information disclosed to the University will be kept confidential, in a file separate from the employee’s personnel file and disclosed only on a need-to-know basis. 40.4 The University will determine whether an employee is eligible for a reasonable accommodation, and the final form of any accommodation to be provided. If the University determines that an employee’s disability cannot be reasonably accommodated, including consideration of whether a move to a vacant position for which the employee is qualified might be a reasonable accommodation, the employee will be separated from service due to disability. Prior to any final decision regarding a disability separation, the University will notify the employee of its determination, and provide the employee with an opportunity to discuss that determination.