Reasonable Accommodation Policy Clause Samples
A Reasonable Accommodation Policy outlines an employer's obligation to make adjustments or modifications to the workplace or job duties to support employees with disabilities. This may include providing specialized equipment, modifying work schedules, or altering job responsibilities to enable qualified individuals to perform essential job functions. The core purpose of this policy is to ensure equal employment opportunities and prevent discrimination by addressing and removing barriers that might otherwise exclude individuals with disabilities from the workplace.
Reasonable Accommodation Policy. Background and Purpose
A " qualified individual with a disability" is an individual with a disability who with or without reasonable accommodations meets the essential eligibility requirements for the receipt of services or the participation in programs or activities provided by the program. Reasonable accommodations may include modifying rules, policies, or practices; the removal of architectural, communication, or transportation barriers, or the provision of auxiliary aids and services. XYZ AmeriCorps shall make reasonable accommodations in policies, practices, or procedures when the accommodations are necessary to avoid discrimination on the basis of disability, unless the program can demonstrate that making the modifications would fundamentally alter the nature of the service, program, or activity, and/or impose an "undue hardship". A reasonable accommodation may include: making facilities readily accessible to and usable by individuals with disabilities; job restructuring; half-time or modified schedules; acquisition or modification of equipment or devices, training materials or policies; etc.
Reasonable Accommodation Policy. Grantee shall, at program entry, review and provide a copy of a written Reasonable Accommodation policy and process to each participant and obtain a signed copy of the policy and process from the participant, which must be maintained in the participant’s file.
Reasonable Accommodation Policy. A narrative description of each reasonable accommodation request and/or inquiry, including: (1) date and time of the request or inquiry; (2) nature of the request or inquiry; (3) action taken on the accommodation request(s) or inquiry; (4) if the request was rejected or changes made in the requested accommodation(s); and (5) documentation reflecting the disposition of the requests. The narrative will also reflect any preference(s) indicated by a resident for either remaining in the current unit during modification(s) or transferring to an alternate, accessible unit.
Reasonable Accommodation Policy. HACLV’s revised ACOP shall include the Reasonable Accommodation Policy, attached as Appendix C. Upon adoption of the amended ACOP, the implementation of this Reasonable Accommodation Policy will commence, and the HACLV’s Section 504/ADA Coordinator will centralize the HACLV’s reasonable accommodations process throughout its programs, services and activities as described below.
a. HACLV will maintain documentation of each reasonable accommodation request. The HACLV’s documentation will include: (i) date and time of the request or inquiry; (ii) nature of the request or inquiry; (iii) action taken on the accommodation request(s) or inquiry; (iv) if the request was rejected or changes made in the requested accommodation(s); and, (v) documentation reflecting the disposition of the requests.
b. If a site manager receives a reasonable accommodation request, the site manager will also maintain a reasonable accommodation log, by date and time, reflecting the date the request was received and the date and time the site manager referred the request to HACLV’s Section 504/ADA Coordinator.
c. No later than seven (7) days after a site manager has received a request for reasonable accommodation(s), the site manager shall forward the reasonable accommodation request(s) to the HACLV’s Section 504/ADA Coordinator for review, processing and disposition.
d. Within thirty (30) days of HUD’s approval of the amended ACOP, as referenced in Paragraph IV. I. 1., above, the HACLV will provide HUD, for its review and approval, a draft reasonable accommodation letter describing the policy to be distributed to all its residents. HUD will approve or modify the letter within thirty
Reasonable Accommodation Policy. The District has a policy to provide a reasonable accommodation to qualified individuals with disabilities who can otherwise perform the involved job’s essential functions. This policy is posted on the District’s website or may be accessed in the Human Resources Depart- ment. When a qualified individual with a disability seeks an accommodation, the individual should contact the Human Resources Department.
Reasonable Accommodation Policy. Employees covered by this agreement shall be subject to the terms and conditions of the Reasonable Accommodation Policy contained in the Town's Personnel Rules.
Reasonable Accommodation Policy. 27. Within thirty (30) days after the effective date of this Agreement, the Defendant shall establish and adopt a specific written policy, the “Reasonable Accommodation Policy for Persons with Disabilities,” for receiving and handling requests for reasonable accommodations made by residents with disabilities. This policy shall comply with the requirements of 42 U.S.C. §§ 3601-3619 and all other applicable federal and state laws and shall include the following provisions:
a. A description of where and how requests for accommodations in rules, policies, practices, or services are to be accepted and processed;
b. Each request for a reasonable accommodation and the response thereto shall be fully documented by the Defendant, including copies of any written requests or decisions;
c. All requests for a reasonable accommodation shall be acknowledged, in writing, within fourteen (14) days of the Defendant’s receipt of an oral or written request;
d. Those requesting a reasonable accommodation shall be notified in writing of the decision regarding their request within thirty (30) days of the receipt of that request, including an explanation if the request is denied;
e. The Defendant shall consider all requests for accommodations because of a disability and shall grant those requests that are reasonable within the meaning of the Fair Housing Act; and
f. The Defendant shall not impose any additional fees or costs, or otherwise retaliate against any person who has exercised his/her rights under the Fair Housing Act to make one or more reasonable accommodation requests and, if applicable, to receive a reasonable accommodation.
28. No later than ten (10) days after adoption of the policy referenced in the preceding paragraph, the Defendant shall notify in writing each resident of the Subject Property or any other rental property subject to this Agreement of the policy. Notice shall be sent via first-class mail, postage prepaid.
29. No later than ten (10) days after any new resident moves to the Subject Property or any other rental property subject to this Agreement, the Defendant shall notify that resident in writing of the policy. The resident shall acknowledge, in writing, receipt of the notification.
Reasonable Accommodation Policy. 19. The 2017 VCA-CA required the development and implementation of a Reasonable Accommodation Policy by Respondent PRHFA, and to be adopted and implemented by Respondent Rio Plata and all covered housing developments under the 2017 VCA- CA. The Policy from the 2017 VCA-CA, specifically at Paragraphs 9-13 shall be incorporated by reference for purposes of this Agreement. To the extent that Respondent Rio Plata submits a policy to Respondent PRHFA that is consistent with the requirements of the ▇▇▇▇ ▇▇▇-▇▇ and this Agreement, such policy shall be approved.
20. To the extent the ▇▇▇▇ ▇▇▇-▇▇ or Respondent PRHFA’s Reasonable Accommodation Policy omits any of the following contained in this Paragraph, the Reasonable Accommodation Policy shall be modified by Respondent PRHFA to include, at a minimum, the following information: (1) a definition of Reasonable Accommodation, which includes a definition of a person with a disability, consistent with the requirements of this Agreement and applicable law; (2) the process through which Respondent shall notify the public about the Reasonable Accommodation Policy; (3) a commitment that requested disability-related accommodations shall be granted unless they fundamentally alter the nature of Respondents’ program or impose undue financial and administrative burdens, considering all resources available to Respondents; (4) a description of the interactive process to be used if a request poses a fundamental alteration or undue financial and administrative burdens;
Reasonable Accommodation Policy. The Gateway Regional School District is committed to providing "reasonable accommodation" upon request to a qualified job applicant or employee with a disability so that the job applicant or employee to apply, to perform essential functions of the job or to be afforded equal opportunity in other benefits or privileges of employment. Requests for accommodations may be denied if it can be demonstrated that such a request would impose an "undue hardship" on the operation of the program. Unless it demonstrably would impose an "undue hardship" on the operation of the program, the Gateway Regional School District is committed to: • Making facilities used by employees readily accessible to and usable by handicapped persons. • Making modifications or adjustments to the job application process that enables a qualified applicant with a disability to be considered. • Making modifications or adjustments in the work environment, including acquisition or modification of equipment or devices that enables a qualified individual with a disability to perform the essential functions of the position. • Making appropriate adjustments or modifications of training materials or policies. • Making adjustments to the work schedule and jo b restructuring to enable a qualified individual with a disability to perform the essential functions of the position. The Gateway Regional School District does not use employment tests or other selection criteria that tend to screen out persons with disabilities unless these criteria are demonstrably job related and unless effective alternatives are not available. The Gateway Regional School District does not conduct a pre-employment medical examination or make pre-employment inquiries of an applicant as to whether the applicant is a handicapped person or as to the nature or severity of the handicap. Authority to make "undue hardship" determinations is as follows:
a.) Requests for modifications or adjustments to the job application process, work schedule or job restructuring should be directed to Director of Pupil Services of the Gateway Regional School District, ▇▇ ▇▇▇▇▇▇▇▇▇▇▇ ▇▇▇▇, ▇▇▇▇▇▇▇▇▇▇, ▇▇ ▇▇▇▇▇. The Director of Pupil Services will consult with the Superintendent and then make a final decision.
b.) Requests for modifications for building accessibility or adjustments in the physical work environment should be directed to the Principal of each school building. Undue hardship determinations may be appealed to the Office of the Superintendent...
Reasonable Accommodation Policy. The City of Carpinteria is committed to ensuring equal employment opportunities for disabled applicants and employees. It is the policy of the City of Carpinteria to comply with the Federal Americans with Disabilities Act (“ADA”) and the California Fair Employment and Housing Act (“FEHA”). Every reasonable effort will be made to provide an accessible work environment for such employees and applicants. The City of Carpinteria will not discriminate against disabled employees. The City of Carpinteria provides reasonable employment-related reasonable accommodation(s) to permit an applicant or employee to perform the essential functions of the job, as defined by law, to qualified individuals with disabilities, and will engage in the interactive process within the meaning of the ADA and FEHA.