THE INTERACTIVE PROCESS. 1. The interactive process is an ongoing dialogue between the employee and appropriate representatives of the University about possible options for reasonably accommodating the employee’s disability. Options may include, but are not limited to: transfer of non-essential job functions to another employee, altering when and how essential functions are performed (restructuring the job), ergonomic adjustments, time off for medical appointments, modification of work tools or equipment, modification of existing facilities, modified work schedule, leaves of absence, reassignment (placement in a vacant position), assistive devices, and assistive animals.
2. An employee may start the interactive process by asking for an accommodation. A request may be made orally or in writing by the employee, or by someone who the employee has authorized to act on his or her behalf. Once the University is informed or becomes aware of the need for an accommodation, the University will coordinate the interactive process.
3. Both the University and the employee will participate in the interactive process in good faith, which includes engaging in timely communications and a willingness to exchange essential information. The employee may have his or her representative participate in this dialogue to facilitate the process, provided that applicable local requirements are met.
4. During the interactive process the University considers information in its possession, including information provided by the employee and/or his/her health care provider, related to: the essential functions of the job; the employee’s functional limitations; possible accommodations; the reasonableness of possible accommodations; and issues related to the implementation of a reasonable accommodation. This information will be used by the University to determine what, if any, reasonable accommodation will be made.
5. The University will not implement an accommodation that would present an undue hardship for the University.
6. The University will engage in the interactive process and implement accommodations where reasonable and appropriate and in as short a time frame as reasonably possible. The parties recognize, however, that the time necessary to implement a reasonable accommodation will depend on the nature of the accommodation identified and whether the employee has provided sufficient supporting information.
7. Should an employee wish to receive an update as to the status of his/her request, he/she may contact...
THE INTERACTIVE PROCESS. 1. Upon receipt of an employee’s request for an accommodation, the parties will engage in the interactive process, which is an ongoing dialogue between the employee and appropriate representatives of the University about possible options for reasonably accommodating the employee’s disability. Options may include, but are not limited to: assistive devices; modification of existing facilities; and restructuring the job. Both the University and the employee are expected to participate in the interactive process, so as to ensure timely, good faith communications and a reasonable accommodation, if any, for the employee with a disability. The employee may have his or her representative participate in this dialogue. During the interactive process the University considers information related to: the essential functions of the job; functional limitations; possible accommodations; the reasonableness of possible accommodations; and implementation of a reasonable accommodation. This information will be used by the University to determine what, if any, reasonable accommodation will be made.
2. a. The University will process requests for reasonable accommodation and provide accommodations where reasonable and appropriate and in as short a time frame as reasonably possible. The parties recognize, however, that the time necessary to process a request will depend on the nature of the accommodation requested and whether it is necessary to obtain supporting information.
THE INTERACTIVE PROCESS. 1. The interactive process is an ongoing dialogue between the employee and appropriate representatives of the University about possible options for reasonably accommodating the employee’s disability. Options may include, but are not limited to: a modified work schedule; a leave of absence; reassignment; modified equipment; assistive devices; modification of existing facilities; and restructuring the job. Both the University and the employee are expected to participate in the interactive process.
2. During the interactive process, the University considers information related to: the essential functions of the job; functional limitations; possible accommodations; the reasonableness of possible accommodations; and implementation of a reasonable accommodation. The information will be used by the University to determine what, if any, reasonable accommodation will be made.
THE INTERACTIVE PROCESS. 1. The interactive process is an ongoing dialogue between the employee and appropriate representatives of the University about possible options for reasonably accommodating the employee's disability. Options may include, but are not limited to: a modified work schedule; a leave of absence; reassignment; modified equipment; assistive devices; modification of existing facilities; and restructuring the job. Both the University and the employee are expected to participate in the interactive process in good faith, which includes engaging in timely communications regarding possible reasonable accommodation.
2. During the interactive process, the University considers information related to: the essential functions of the job; the employee’s functional limitations; possible accommodations; the reasonableness of possible accommodations; and implementation of a reasonable accommodation. This information will be used by the University to determine what, if any, reasonable accommodation will be made. While the University will consider the employee’s suggestions regarding which accommodation(s) to implement, the University will determine which accommodations(s) will be implemented. The University will not implement an accommodation that would present an undue hardship.
3. If necessary, a similar analysis for accommodation shall be conducted of other open positions for which the employee has applied and is otherwise qualified. If requested, a copy of the job analysis will be provided to the employee and Union, if authorized by the employee.
4. Upon request by the employee, an employee's representative shall participate in the interactive process.
5. University-wide and local procedures provide further guidance on the implementation of the interactive process.
THE INTERACTIVE PROCESS. Upon receipt of an employee’s request for an accommodation, the parties will engage in the interactive process, which is an ongoing dialogue between the employee and appropriate representatives of the University about possible options for reasonably accommodating the employee’s disability. Options may include, but are not limited to: assistive devices; modification of existing facilities; and restructuring the job. Both the University and the employee are expected to participate in the interactive process, so as to ensure timely, good faith communications and a reasonable accommodation, if any, for the employee with a disability. The employee may have his or her representative participate in this dialogue. During the interactive process the University considers information related to: the essential functions of the job; functional limitations; possible accommodations; the reasonableness of possible accommodations; and implementation of a reasonable accommodation. This information will be used by the University to determine what, if any, reasonable accommodation will be made.
THE INTERACTIVE PROCESS. 1. When an employee requests reasonable accommodation for a disability or the University has reason to believe that a reasonable accommodation is needed, the parties will engage in the interactive process, which is an ongoing dialogue between the employee and appropriate University representatives about possible options for reasonably accommodating the employee’s disability. Both the University and the employee are expected to participate in the interactive process in good faith, which includes engaging in timely communications regarding possible reasonable accommodation.
2. During the interactive process, the University considers information related to: the essential functions of the job, the employee’s functional limitations; possible accommodations; the reasonableness of possible accommodations; and issues related to the implementation of a reasonable accommodation. This information will be used by the University to determine what, if any, reasonable accommodation will be made. While the University will consider the employee’s suggestions regarding which accommodation(s) to implement, the University will determine which accommodation(s) will be implemented.
3. If the University determines that the employee cannot be reasonably accommodated in his or her current position, reassignment to an available alternative position for which the NSF is qualified will be considered.
4. The University will not implement an accommodation that would present an undue hardship.
THE INTERACTIVE PROCESS. An employee starts the interactive process by requesting a reasonable accommodation, that is, a statement that an employee needs a work-related adjustment or change for a reason related to a mental or physical disability. This request may be directed to the employee’s manager, Strategic People Partner, or People Management and may be made verbally or in writing by the employee, or by someone on his or her behalf. The corporation and the disabled employee will participate in an interactive process once the corporation is informed or becomes aware of the need for an accommodation. Participants in the interactive process include the employee, the employee’s healthcare provider, and other appropriate corporate representatives. The employee must respond to reasonable requests for information in a timely manner throughout the interactive process. If an employee’s manager becomes aware of an employee’s disability and the possible need for an accommodation (e.g., an employee mentions a difficulty in performing work duties due to medical treatment for a health condition), the manager must contact their Strategic People Partner or People Management.
THE INTERACTIVE PROCESS. The interactive process is a dialogue between the employee and appropriate representatives of the employer about viable options for reasonably accommodating the employee’s disability. Options may include but are not limited to: a modified work schedule, a leave of absence, reassignment, modified equipment, assistive devices, modification of existing facilities, and restructuring of the job. Both the employer and the employee are expected to participate in the interactive process. During the interactive process, the employer considers information related to the essential functions of the job, functional limitations, possible accommodations, and the reasonableness of possible accommodations. This information will be used by the employer to determine what, if any, reasonable accommodation(s) can be made. In the unusual situation that the employee cannot be reasonably accommodated, the employee will be referred to the Benefits group for counseling regarding remaining sick leave and group insurance benefits, retirement options, and the possibility of medical separation.
THE INTERACTIVE PROCESS. The interactive process will be initiated by the University when the employee formally or informally requests an accommodation or the University otherwise has reason to believe that the employee may need assistance in performing the essential functions of the employee’s current position due to a disability.
1. The interactive process is an ongoing dialogue between the employee with a disability and appropriate representatives of the University about possible options for reasonably accommodating the employee in the employee’s current position. Options may include, but are not limited to: a modified work schedule; a leave of absence; reassignment; modified equipment; assistive devices; modification of existing facilities; and restructuring the job. The University will coordinate the interactive process. Both the University and the employee are expected to participate in the interactive process in good faith.
2. During the interactive process, the University considers information related to: the essential functions of the job; functional limitations; possible accommodations; the reasonableness of possible accommodations; and implementation of a reasonable accommodation. The information will be used by the University to determine what, if any, reasonable accommodation will be made.
3. Upon request by the employee, an employee’s representative shall participate in the interactive process.
THE INTERACTIVE PROCESS. The interactive process is an ongoing dialogue between the employee and appropriate representatives of the University about possible options for reasonably accommodating the employee’s disability. The employee may have her/his representative participate in this dialogue. Options may include, but are not limited to: a modified work schedule; a leave of absence; reassignment; modified equipment; assistive devices; modification of existing facilities; and restructuring the job. Both the University and the employee are expected to participate in the interactive process. During the interactive process the University considers information related to: the essential functions of the job, functional limitations; possible accommodations; the reasonableness of possible accommodations; and implementation of a reasonable accommodation. This information will be used by the University to determine what, if any, reasonable accommodation will be made. University-wide and local procedures provide further guidance on the implementation of the interactive process.
