Common use of REASONABLE ACCOMMODATION AND DISABILITY SEPARATION Clause in Contracts

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 29.1 The Employer and the Association will comply with all relevant federal and state laws, regulations and executive orders providing reasonable accommodations to qualified individuals with disabilities. 29.2 An employee who believes that he/she suffers a disability and requires a reasonable accommodation to perform the essential functions of his/her position may request such an accommodation by submitting a request to the agency. 29.3 Employees requesting accommodation must cooperate with the agency in discussing the need for and possible form of any accommodation. The Agency may require supporting medical documentation and may require the employee to obtain a second medical opinion at agency expense. Medical information disclosed to the agency will be kept confidential. 29.4 The Agency will determine whether an employee is eligible for a reasonable accommodation and the final form of any accommodation to be provided. 29.5 An employee with permanent status may be separated from service when the 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 agency based on an employee’s written request for disability separation or after obtaining a written statement from a physician or licensed mental health professional. The Agency can require an employee to obtain a medical examination at the agency’s expense, including paid time, from a physician or licensed mental health professional of the agency’s choice. Evidence may be requested from the 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. 29.6 The Agency may separate an employee when the agency has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position, or when the employee requests separation due to disability. 29.7 An employee separated due to disability, will be placed in the General Government Transition Pool Program if he/she submits a written request for reemployment and has met the reemployment requirements of WAC 000-00-000 through 105. Employees participating in the transition pool program shall have no right of appeal within the program. 29.8 Disability separation is not a disciplinary action. 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.

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 29.1 The Employer and the Association will comply with all relevant federal and state laws, regulations and executive orders providing reasonable accommodations to qualified individuals with disabilities. 29.2 An employee who believes that he/she suffers a disability and requires a reasonable accommodation to perform the essential functions of his/her position may request such an accommodation by submitting a request to the agency. 29.3 Employees requesting accommodation must cooperate with the agency in discussing the need for and possible form of any accommodation. The Agency may require supporting medical documentation and may require the employee to obtain a second medical opinion at agency expense. Medical information disclosed to the agency will be kept confidential. 29.4 The Agency will determine whether an employee is eligible for a reasonable accommodation and the final form of any accommodation to be provided. 29.5 An employee with permanent status may be separated from service when the 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 agency based on an employee’s written request for disability separation or after obtaining a written statement from a physician or licensed mental health professional. The Agency can require an employee to obtain a medical examination at the agency’s expense, including paid time, from a physician or licensed mental health professional of the agency’s choice. Evidence may be requested from the 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.health 29.6 The Agency may separate an employee when the agency has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position, or when the employee requests separation due to disability. 29.7 An employee separated due to disability, will be placed in the General Government Transition Pool Program if he/she submits a written request for reemployment and has met the reemployment requirements of WAC 000-00-000 through 105. Employees participating in the transition pool program shall have no right of appeal within the program. 29.8 Disability separation is not a disciplinary action. 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.

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 29.1 The Employer and the Association Union will comply with all relevant federal and state laws, regulations and executive orders providing reasonable accommodations to qualified individuals with disabilities. 29.2 An employee who believes that he/she suffers a disability and requires a reasonable accommodation to perform the essential functions of his/her position may request such an accommodation by submitting a request to the agencyAgency. 29.3 Employees requesting accommodation must cooperate with the agency Agency in discussing the need for and possible form of any accommodation. The Agency may require supporting medical documentation and may require the employee to obtain a second medical opinion at agency expense. Medical information disclosed to the agency Agency will be kept confidential. 29.4 The Agency will determine whether an employee is eligible for a reasonable accommodation and the final form of any accommodation to be provided. 29.5 An employee with permanent status may be separated from service when the agency 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 agency Agency based on an employee’s written request for disability separation or after obtaining a written statement from a physician or licensed mental health professional. The 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 examination at the agency’s expense, including paid time, from a physician or licensed mental health professional of the agency’s choice. Evidence may be requested from the 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.the 29.6 The Agency may separate an employee when the agency Agency has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position, or when the employee requests separation due to disability. 29.7 An employee separated due to disability, will be placed in the General Government Transition Pool Program if he/she submits a written request for reemployment and has met the reemployment requirements of WAC 000-00-000 through 105. Employees participating in the transition pool program shall have no right of appeal within the program. 29.8 Disability separation is not a disciplinary action. 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.

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 29.1 The Employer and the Association will comply with all relevant federal and state laws, regulations and executive orders providing reasonable accommodations to qualified individuals with disabilities. 29.2 An employee who believes that he/she suffers a disability and requires a reasonable accommodation to perform the essential functions of his/her position may request such an accommodation by submitting a request to the agency. 29.3 Employees requesting accommodation must cooperate with the agency in discussing the need for and possible form of any accommodation. The Agency may require supporting medical documentation and may require the employee to obtain a second medical opinion at agency expense. Medical information disclosed to the agency will be kept confidential. 29.4 The Agency will determine whether an employee is eligible for a reasonable accommodation and the final form of any accommodation to be provided. 29.5 An employee with permanent status may be separated from service when the 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 agency based on an employee’s written request for disability separation or after obtaining a written statement from a physician or licensed mental health professional. The Agency can require an employee to obtain a an independent medical examination at the agency’s expense, including paid time, from a physician or licensed mental health professional of the agency’s choice. Evidence may be requested from the 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 this the second examination will be taken into consideration when making an accommodation or disability separation determination. 29.6 The Agency may separate an employee when the agency has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position, or when the employee requests separation due to disability. 29.7 An employee separated due to disability, will be placed in the General Government Transition Pool Program if he/she submits a written request for reemployment and has met the reemployment requirements of WAC 000-00-000 through 105. Employees participating in the transition pool program shall have no right of appeal within the program.for 29.8 Disability separation is not a disciplinary action. 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. Should an employee grieve a disability separation taken as a result of an examination, the Agency will release the examination results to the Association provided the employee signs a medical release form authorizing such release.

REASONABLE ACCOMMODATION AND DISABILITY SEPARATION. 29.1 33.1 The Employer and the Association Union will comply with all relevant federal and state laws, regulations and executive orders providing reasonable accommodations to qualified individuals with disabilities. 29.2 33.2 An employee who believes that he/she suffers a disability and requires a reasonable accommodation to perform the essential functions of his/her position may request such an accommodation by submitting a request to the agencyAgency. 29.3 33.3 Employees requesting accommodation must cooperate with the agency Agency in discussing the need for and possible form of any accommodation. The Agency may require supporting medical documentation and may require the employee to obtain a second medical opinion at agency expense. Medical information disclosed to the agency Agency will be kept confidential. 29.4 33.4 The Agency will determine whether an employee is eligible for a reasonable accommodation and the final form of any accommodation to be provided. 29.5 33.5 An employee with permanent status may be separated from service when the agency 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 agency Agency based on an employee’s written request for disability separation or after obtaining a written statement from a physician or licensed mental health professional. The Agency can require an employee to obtain a medical examination at the agencyAgency’s expense, including paid time, from a physician or licensed mental health professional of the agencyAgency’s choice. Evidence may be requested from the 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 agencyAgency’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. 29.6 33.6 The Agency may separate an employee when the agency Agency has medical documentation of the employee’s disability and has determined that the employee cannot be reasonably accommodated in any available position, or when the employee requests separation due to disability.disability.‌ 29.7 33.7 An employee separated due to disability, will be placed in the General Government Transition Pool Program if he/she submits a written request for reemployment and has met the reemployment requirements of WAC 000-00-000 through 105. Employees participating in the transition pool program shall have no right of appeal within the program. 29.8 33.8 Disability separation is not a disciplinary action. An employee who has been separated due to disability may grieve his/her disability separation in accordance with Article 2731, Grievance Procedure, unless separation was at the employee’s request. 34.1 Definition