Common use of Safety Accommodations Clause in Contracts

Safety Accommodations. A. An employee may request a reasonable safety accommodation if the employee or the employee’s family member is a victim (or perceived victim) of domestic violence, sexual assault or stalking. An employee may be required to show verification of the need for a safety accommodation by providing a police report to the Human Resources Office showing the employee or family member was a victim, a court order protecting or separating the victim from the perpetrator of the act, or other evidence from the court or the prosecuting attorney to support the request. Documentation from an advocate for victims, an attorney, a member of the clergy or a medical or other professional who provides services Page 45 to such victims may be provided, and it shall retain its confidential or privileged nature of communication pursuant to the extent provided by law. An employee can also provide a written statement that they or a family member are a victim and in need of the safety accommodation. Verification of the familial relationship to the victim can be in the form of a statement from the employee, a birth certificate, court document, or other similar documentation. B. A reasonable safety accommodation may include, but is not limited to: 1. A transfer, reassignment, modified schedule, changed work telephone number, changed work email address, changed workstation, installed lock, implemented safety procedure, or any other adjustment to a job structure, workplace facility, or work requirement in response to actual or threatened domestic violence, sexual assault, or stalking. 2. Qualifying leave pursuant to Article 12 – Vacation, Article 13 – Sick Leave, Section 18.11 - Personal Leave and Article 19 – Leave Without Pay may be considered a reasonable safety accommodation. 3. The Employer may deny a reasonable safety accommodation request based on an undue hardship, which means an action requiring significant difficulty or expense.

Safety Accommodations. ‌ A. An employee may request a reasonable safety accommodation if the employee or the employee’s family member is a victim (or perceived victim) of domestic violence, sexual assault or stalking. An employee may be required to show verification of the need for a safety accommodation by providing a police report to the Human Resources Office showing the employee or family member was a victim, a court order protecting or separating the victim from the perpetrator of the act, or other evidence from the court or the prosecuting attorney to support the request. Documentation from an advocate for victims, an attorney, a member of the clergy or a medical or other professional who provides services Page 45 to such victims may be provided, and it shall retain its confidential or privileged nature of communication pursuant to the extent provided by law. An employee can also provide a written statement that they or a family member are a victim and in need of the safety accommodation. Verification of the familial relationship to the victim can be in the form of a statement from the employee, a birth certificate, court document, or other similar documentation. B. A reasonable safety accommodation may include, but is not limited to: 1. A transfer, reassignment, modified schedule, changed work telephone number, changed work email address, changed workstation, installed lock, implemented safety procedure, or any other adjustment to a job structure, workplace facility, or work requirement in response to actual or threatened domestic violence, sexual assault, or stalking. 2. Qualifying leave pursuant to Article 12 – Vacation, Article 13 – Sick Leave, Section 18.11 - Personal Leave and Article 19 – Leave Without Pay may be considered a reasonable safety accommodation. 3. The Employer may deny a reasonable safety accommodation request based on an undue hardship, which means an action requiring significant difficulty or expense.

Safety Accommodations. A. An employee may request a reasonable safety accommodation if the employee or the employee’s family member is a victim (or perceived victim) of domestic violence, sexual assault or stalking. An employee may be required to show verification of the need for a safety accommodation by providing a police report to the Human Resources Office showing the employee or family member was a victim, a court order protecting or separating the victim from the perpetrator of the act, or other evidence from the court or the prosecuting attorney to support the request. Documentation from an advocate for victims, an attorney, a member of the clergy or a medical or other professional who provides services Page 45 to such victims may be provided, and it shall retain its confidential or privileged nature of communication pursuant to the extent provided by law. An employee can also provide a written statement that they or a family member are a victim and in need of the safety accommodation. Verification of the familial relationship to the victim can be in the form of a statement from the employee, a birth certificate, court document, or other similar documentation.documentation.‌ B. A reasonable safety accommodation may include, but is not limited to: 1. A transfer, reassignment, modified schedule, changed work telephone number, changed work email address, changed workstation, installed lock, implemented safety procedure, or any other adjustment to a job structure, workplace facility, or work requirement in response to actual or threatened domestic violence, sexual assault, or stalking. 2. Qualifying leave pursuant to Article 12 – Vacation, Article 13 – Sick Leave, Section 18.11 - Personal Leave and Article 19 – Leave Without Pay may be considered a reasonable safety accommodation. 3. The Employer may deny a reasonable safety accommodation request based on an undue hardship, which means an action requiring significant difficulty or expense.

Safety Accommodations. ‌ A. An employee may request a reasonable safety accommodation if the employee or the employee’s family member is a victim (or perceived victim) of domestic violence, sexual assault or stalking. An employee may be required to show verification of the need for a safety accommodation by providing a police report to the Human Resources Office showing the employee or family member was a victim, a court order protecting or separating the victim from the perpetrator of the act, or other evidence from the court or the prosecuting attorney to support the request. Documentation from an advocate for victims, an attorney, a member of the clergy or a medical or other professional who provides services Page 45 to such victims may be provided, and it shall retain its confidential or privileged nature of communication pursuant to the extent provided by law. An employee can also provide a written statement that they or a family member are a victim and in need of the safety accommodation. Verification of the familial relationship to the victim can be in the form of a statement from the employee, a birth certificate, court document, or other similar documentation. B. A reasonable safety accommodation may include, but is not limited to: 1. A transfer, reassignment, modified schedule, changed work telephone number, changed work email address, changed workstation, installed lock, implemented safety procedure, or any other adjustment to a job structure, workplace facility, or work requirement in response to actual or threatened domestic violence, sexual assault, or stalking. 2. Qualifying leave pursuant to Article 12 – Vacation, Article 13 – Sick Leave, Section 18.11 - Personal Leave and Article 19 – Leave Without Pay may be considered a reasonable safety accommodation. 3. The Employer may deny a reasonable safety accommodation request based on an undue hardship, which means an action requiring significant difficulty or expense. 4. The employee will notify the Employer when circumstances change.

Safety Accommodations. A. An employee may request a reasonable safety accommodation if the employee or the employee’s family member is a victim (or perceived victim) of domestic violence, sexual assault or stalking. An employee may be required to show verification of the need for a safety accommodation by providing a police report to the Human Resources Office showing the employee or family member was a victim, a court order protecting or separating the victim from the perpetrator of the act, or other evidence from the court or the prosecuting attorney to support the request. Documentation from an advocate for victims, an attorney, a member of the clergy or a medical or other professional who provides services Page 45 to such victims may be provided, and it shall retain its confidential or privileged nature of communication pursuant to the extent provided by law. An employee can also provide a written statement that they or a family member are a victim and in need of the safety accommodation. Verification of the familial relationship to the victim can be in the form of a statement from the employee, a birth certificate, court document, or other similar documentation. B. A reasonable safety accommodation may include, but is not limited to: 1. A transfer, reassignment, modified schedule, changed work telephone number, changed work email address, changed workstation, installed lock, implemented safety procedure, or any other adjustment to a job structure, workplace facility, or work requirement in response to actual or threatened domestic violence, sexual assault, or stalking. 2. Qualifying leave pursuant to Article 12 – Vacation, Article 13 – Sick Leave, Section 18.11 - Personal Leave and Article 19 – Leave Without Pay may be considered a reasonable safety accommodation. 3. The Employer may deny a reasonable safety accommodation request based on an undue hardship, which means an action requiring significant difficulty or expense.

Safety Accommodations. A. An employee may request a reasonable safety accommodation if the employee or the employee’s family member is a victim (or perceived victim) of domestic violence, sexual assault or stalkingstalking (or perceived victim). An employee may be required to show verification of the need for a safety accommodation by providing a police report to the Human Resources Office showing the employee or family member was a victim, a court order protecting or separating the victim from the perpetrator of the act, or other evidence from the court or the prosecuting attorney to support the request. Documentation from an advocate for victims, an attorney, a member of the clergy or a medical or other professional who provides services Page 45 to such victims may be provided, and it shall retain its confidential or privileged nature of communication pursuant to the extent provided by law. An employee can also provide a written statement that they or a family member are a victim and in need of the safety accommodation. Verification of the familial relationship to the victim can be in the form of a statement from the employee, a birth certificate, court document, or other similar documentation. B. A reasonable safety accommodation may include, but is not limited to: 1. A transfer, reassignment, modified schedule, changed work telephone number, changed work email address, changed workstation, installed lock, implemented safety procedure, or any other adjustment to a job structure, workplace facility, or work requirement in response to actual or threatened domestic violence, sexual assault, or stalking. 2. Qualifying leave pursuant to Article 12 – Vacation, Article 13 – Sick Leave, Section 18.11 - Personal Leave and Article 19 – - Leave Without Pay may be considered a reasonable safety accommodation. 3. The Employer may deny a reasonable safety accommodation request based on an undue hardship, which means an action requiring significant difficulty or expense.

Safety Accommodations. A. An employee may request a reasonable safety accommodation if the employee or the employee’s family member is a victim (or perceived victim) of domestic violence, sexual assault or stalking. An employee may be required to show verification of the need for a safety accommodation by providing a police report to the Human Resources Office showing the employee or family member was a victim, a court order protecting or separating the victim from the perpetrator of the act, or other evidence from the court or the prosecuting attorney to support the request. Documentation from an advocate for victims, an attorney, a member of the clergy or a medical or other professional who provides services Page 45 to such victims may be provided, and it shall retain its confidential or privileged nature of communication pursuant to the extent provided by law. An employee can also provide a written statement that they or a family member are a victim and in need of the safety accommodation. Verification of the familial relationship to the victim can be in the form of a statement from the employee, a birth certificate, court document, or other similar documentation. B. A reasonable safety accommodation may include, but is not limited to: 1. A transfer, reassignment, modified schedule, changed work telephone number, changed work email address, changed workstation, installed lock, implemented safety procedure, or any other adjustment to a job structure, workplace facility, or work requirement in response to actual or threatened domestic violence, sexual assault, or stalking. 2. Qualifying leave pursuant to Article 12 – Vacation, Article 13 – Sick Leave, Section 18.11 - Personal Leave and Article 19 – Leave Without Pay may be considered a reasonable safety accommodation. 3. The Employer may deny a reasonable safety accommodation request based on an undue hardship, which means an action requiring significant difficulty or expense. 4. The employee will notify the Employer when circumstances change.