Common use of Request for Reinstatement-Medical Documentation Clause in Contracts

Request for Reinstatement-Medical Documentation. An employee requesting reinstatement from a disability separation shall be eligible for reinstatement after presenting the City an application for reinstatement in writing, at least fourteen (14) days in advance of the date the employee wishes to be reinstated, with medical documentation evidencing the following: A. that a physician has reviewed the essential functions of the job, B. that the employee is able to perform the essential functions of the job with or without reasonable accommodation, C. that, if the employee requires reasonable accommodation, exactly what the accommodation shall be, and, D. that the employee does not pose a direct threat to health or safety of the employee or others. The cost of providing this medical documentation shall be borne by the employee. The City shall, upon written request of the employee seeking reinstatement, provide to the employee a detailed list of the essential functions of the job. The employee shall not be required to disclose the existence or the severity of any disability(ies) he may suffer from. However, if the employee requires and/or is seeking reasonable accommodation for a disability, he shall identify the accommodation needed in his application for reinstatement. The City reserves the right to determine the reasonableness of any special accommodation sought, and the right to deny reinstatement if the City determines that the accommodation is unreasonable. Failure to disclose any accommodation needed for a disability in the application for reinstatement shall be grounds for disciplinary action, including dismissal.

Request for Reinstatement-Medical Documentation. An employee requesting reinstatement from a disability separation shall be eligible for reinstatement after presenting the City an application for reinstatement in writingreinstatement, at least fourteen (14) days in advance of the date the employee wishes to be reinstated, with medical documentation evidencing the following: A. 1. that a physician has reviewed the essential functions of the job, B. 2. that the employee is able to perform the essential functions of the job with or without reasonable accommodation, C. that, 3. that if the employee requires reasonable accommodation, exactly what the accommodation shall be, and, D. 4. that the employee does not pose a direct threat to health or safety of the employee or others. The cost of providing this medical documentation shall be borne by the employee. The City shall, upon written request of the employee seeking reinstatement, provide to the employee a detailed list of the essential functions of the job. The employee shall not be required to disclose the existence or the severity of any disability(ies) he may suffer from. However, if the employee requires and/or is seeking reasonable accommodation for a disability, he shall identify the accommodation needed in his application for reinstatement. The City reserves the right to determine the reasonableness of any special accommodation sought, and the right to deny reinstatement if the City determines that the accommodation is unreasonable. Failure to disclose any accommodation needed for a disability in the application for reinstatement shall be grounds for disciplinary action, including dismissal.