Requesting Accommodation. 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 will request such an accommodation from the University. Employees requesting accommodation have a duty to cooperate with the University in discussing the need for, and possible form of, any accommodation. The University will consult with the supervisor, employee, and if applicable, a vocational professional to determine if the disability precludes the employee from performing job functions; substantially limits the individual's ability to perform his or her job, or is reasonably likely to substantially limit the individual's ability to perform his or her job without reasonable accommodation. The University may require supporting medical documentation with any request for accommodation, and may require the employee to obtain a second medical opinion at the expense of the University. Medical information related to an accommodation disclosed to the University will be kept confidential as required by state and federal privacy statutes, in a file separate from the employee’s personnel file, and disclosed only on a need to know basis.
Requesting Accommodation. 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 from the Employer’s Employee Relations Unit. Employees requesting accommodation have a duty to cooperate with the Employer in discussing the need for and possible form of any accommodation. The Employer may require supporting medical documentation with any request for accommodation, and may require the employee to obtain a second medical opinion at the expense of the Employer. Medical information related to an accommodation disclosed to the Employer will be kept confidential and disclosed on a need-to-know basis, as provided in Article 35.8 of this agreement.
