Common use of – REASONABLE ACCOMMODATION OF EMPLOYEES WITH DISABILITIES Clause in Contracts

– REASONABLE ACCOMMODATION OF EMPLOYEES WITH DISABILITIES. ‌ 3.1 The Employer and Union will comply with all relevant federal and state laws, regulations and executive orders and with the provisions of the Employer’s policy in providing reasonable accommodations. The University and the Union are committed to providing reasonable accommodation to employees with disabilities. 3.2 An employee who believes that he or she suffers a disability and requires a reasonable accommodation to perform the essential functions of his or her position may request such an accommodation by filling out the Disability Accommodation Request form or otherwise informing the employee’s supervisor of the need for accommodation. 3.3 Employees requesting accommodation must cooperate with the University 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. 3.4 The Employer will determine whether an employee is eligible for a reasonable accommodation and the final form of any accommodation to be provided. 3.5 An employee who is unable to perform the essential function of his/her position due to disability may be separated from service after the Employer has made good faith efforts to reasonably accommodate the employee’s disability in accordance with applicable state and federal law. Disability separation is not a corrective action.

– REASONABLE ACCOMMODATION OF EMPLOYEES WITH DISABILITIES. ‌ 3.1 36.1 The Employer and Union will comply with all relevant federal and state laws, regulations and executive orders and with the provisions of the Employer’s policy in providing reasonable accommodations. The University and the Union are committed to providing reasonable accommodation to employees with disabilities. 3.2 36.2 An employee who believes that he or she suffers a disability and requires a reasonable accommodation to perform the essential functions of his or her position may request such an accommodation by filling out the Disability Accommodation Request form or otherwise informing the employee’s supervisor of the need for accommodation. 3.3 36.3 Employees requesting accommodation must cooperate with the University 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. 3.4 36.4 The Employer will determine whether an employee is eligible for a reasonable accommodation and the final form of any accommodation to be provided. 3.5 36.5 An employee who is unable to perform the essential function of his/her position due to disability may be separated from service after the Employer has made good faith efforts to reasonably accommodate the employee’s disability in accordance with applicable state and federal law. Disability separation is not a corrective action. 36.6 An employee who is unable to perform the essential function of his/her position may be provided a leave of absence in accordance with 3.7 as an accommodation.

– REASONABLE ACCOMMODATION OF EMPLOYEES WITH DISABILITIES. ‌ 3.1 The Employer and Union will comply with all relevant federal and state laws, regulations and executive orders and with the provisions of the Employer’s policy in providing reasonable accommodations. The University and the Union are committed to providing reasonable accommodation to employees with disabilities. 3.2 An employee who believes that he or she suffers a disability and requires a reasonable accommodation to perform the essential functions of his or her position may request such an accommodation by filling out the Disability Accommodation Request form or otherwise informing the employee’s supervisor of the need for accommodation. 3.3 Employees requesting accommodation must cooperate with the University 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. 3.4 The Employer will determine whether an employee is eligible for a reasonable accommodation and the final form of any accommodation to be provided. 3.5 An employee who is unable to perform the essential function of his/her position due to disability may be separated from service after the Employer has made good faith efforts to reasonably accommodate the employee’s disability in accordance with applicable state and federal law. Disability separation is not a corrective action. 3.6 An employee who is unable to perform the essential function of his/her position may be provided a leave of absence in accordance with 3.7 as an accommodation.

– REASONABLE ACCOMMODATION OF EMPLOYEES WITH DISABILITIES. ‌ 3.1 The Employer and Union will comply with all relevant federal and state laws, regulations and executive orders and with the provisions of the Employer’s policy in providing reasonable accommodations. The University and the Union are committed to providing reasonable accommodation to employees with disabilities. 3.2 An employee who believes that he or she suffers a disability and requires a reasonable accommodation to perform the essential functions of his or her position may request such an accommodation by filling out the Disability Accommodation Request form or otherwise informing the employee’s supervisor of the need for accommodation. 3.3 Employees requesting accommodation must cooperate with the University 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. 3.4 The Employer will determine whether an employee is eligible for a reasonable accommodation and the final form of any accommodation to be provided. 3.5 An employee who is unable to perform the essential function of his/her position due to disability may be separated from service after the Employer has made good faith efforts to reasonably accommodate the employee’s disability in accordance with applicable state and federal law. Disability separation is not a corrective action. 3.6 An employee who is unable to perform the essential function of his/her position may be provided a leave of absence in accordance with 3.7 as an accommodation.

– REASONABLE ACCOMMODATION OF EMPLOYEES WITH DISABILITIES. ‌ 3.1 The Employer and Union will comply with all relevant federal and state laws, regulations and executive orders and with the provisions of the Employer’s policy in providing reasonable accommodations. The University and the Union are committed to providing reasonable accommodation to employees with disabilities. 3.2 An employee who believes that he or she suffers a disability and requires a reasonable accommodation to perform the essential functions of his or her position may request such an accommodation by filling out the Disability Accommodation Request form or otherwise informing the employee’s supervisor of the need for accommodation. 3.3 Employees requesting accommodation must cooperate with the University 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. 3.4 The Employer will determine whether an employee is eligible for a reasonable accommodation and the final form of any accommodation to be provided. 3.5 An employee who is unable to perform the essential function of his/her position due to disability may be separated from service after the Employer has made good faith efforts to reasonably accommodate the employee’s disability in accordance with applicable state and federal law. Disability separation is not a corrective action.

– REASONABLE ACCOMMODATION OF EMPLOYEES WITH DISABILITIES. ‌ 3.1 The Employer and Union will comply with all relevant federal and state laws, regulations and executive orders and with the provisions of the Employer’s policy in providing reasonable accommodationsUniversity of Washington Policy Statement 46.5 on Reasonable Accommodation of Employees with Disabilities. The University and the Union are committed to providing reasonable accommodation to employees with disabilities. 3.2 An employee who believes that he or she suffers 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 filling out through the Disability Accommodation Request Services Office form or otherwise informing the employee’s supervisor and/or department of the need for accommodation. 3.3 Employees requesting accommodation must cooperate with the University 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. 3.4 The Employer will determine whether an employee is eligible for a reasonable accommodation and the final form of any accommodation to be provided. 3.5 An employee who is unable to perform the essential function of his/her their position due to disability may be separated from service after the Employer has made good faith efforts to reasonably accommodate the employee’s disability in accordance with applicable state and federal law. Disability separation is not a corrective action. 3.6 An employee who is unable to perform the essential function of their position may be provided a leave of absence in accordance with 3.7 as an accommodation.