City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

made. The request does not have to have be in writing and the requestor does not have to use the words “reasonable accommodation,” “disability,” or “ADA.” The individual may request a reasonable accommodation at any time even if the individual has not previously disclosed the existence of a disability or religious belief. An employee can request a religious accommodation when a conflict exists between a religious belief, practice, or observance while at work. While a reasonable accommodation request is not required in writing, the Instructions for Submitting a Reasonable Accommodation Request may serve as guidance for the employee to have a discussion with the departmental representative and/or the assigned P&C Employee Success Partner for the department, or when submitting a request in writing. 5.2 An employee, or third party on their behalf, may request reasonable accommodation (orally or in writing) from any person in their chain of command, the P&C Director, Senior P&C Managers or P&C Employee Success Partnership. 5.3 In the employment application process, an applicant, or third party on their behalf, may request a reasonable accommodation for disability or religious belief, practice, or observance (orally or in writing) from the hiring official or the P&C Talent Acquisition staff. The P&C Department is responsible for training all hiring officials and staff involved in the recruitment and selection process to recognize requests for reasonable accommodation and process them according to City policy and procedures. Department Directors are also responsible for on-going training to ensure the department’s staff have been trained and remain abreast of City policies and procedures relative to reasonable accommodation requests. 5.4 A family member, health professional, or other representative may request a reasonable accommodation on behalf of an individual with a disability. The request must go to one of the individuals identified above. The responsible official must confirm (if possible) with the individual with a disability that they want an accommodation before proceeding. 5.5 Information obtained in connection with the reasonable accommodation process must be kept confidential. All medical information the City obtains in connection with a request for reasonable accommodation must be kept in files separate from the individual’s personnel file. This includes the fact that an accommodation has been requested, approved or denied and extends to any information about the individual’s functional limitations. The responsible official may share certain information with others on a limited basis including, but not limited to: A. The individual’s supervisor, managerial chain, and appropriate P&C staff when necessary to make appropriate determinations on a reasonable accommodation request. The information disclosed will be no more than necessary to process the request; B. First aid and safety personnel if the individual’s disability might require emergency treatment; C. Government officials may be given information necessary to investigate the City’s compliance with anti-discrimination laws; and

Table of Contents A B C D E F H I J K L List of Appendices G

I - EEO/AA

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