City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

Table of Contents A B C D E F H I J K L List of Appendices G 5.12 The City will consider reassignment as a reasonable accommodation only as a last resort. The City’s preference is to first consider accommodations that will enable an employee to perform the essential functions of their position. If the City reassigns an employee to a vacant position for which the employee is qualified as a reasonable accommodation, then the reassignment will be considered a transfer at the City’s request. If the employee’s current salary is above the new position’s pay range maximum, the employee’s salary will be lowered within the new range. See the Employee Transfers policy on page 130 for more information. The City has no obligation to remove a current employee from a position in order to create a vacancy; nor does it have an obligation to create a new position. Reviewing and identifying open positions available for D. P&C Workers’ Compensation or insurance carriers. Whenever medical information is disclosed, the responsible official must inform the recipients of the information about the confidentiality requirements. 5.6 Requests for reasonable accommodation should be processed within thirty (30) business days from the date the request is made. The City will process requests and provide accommodations, where appropriate, in as short a period as reasonably possible. However, the time necessary to process a request will depend on the nature of the accommodation, whether supporting information is needed, and the availability of resources to accommodate the request. If the responsible official must request medical information or documentation from the requestor’s healthcare provider, the thirty (30) business day timeframe stops on the day that the responsible official makes a request for more information. The timeframe resumes on the day that the requested information is received by the responsible official. 5.7 In certain circumstances, a request for reasonable accommodation requires an expedited review and decision. This includes, but is not limited to: whenever an accommodation is needed to enable an applicant to apply for a job; and whenever an accommodation is needed to enable an employee to attend a meeting that is scheduled to occur soon. 5.8 There may be circumstances that the City could not reasonably have anticipated or avoided in advance, or that are beyond the City’s ability to control. If so, the time for processing a request for reasonable accommodation will be extended beyond the thirty (30) day time frame as reasonably necessary. 5.9 The City has no obligation to provide an accommodation if the accommodation would result in undue hardship. 5.10 The City shall include information on how to request reasonable accommodations in each job advertisement and offer letter provided to newly hired employees. 5.11 If an accommodation is needed regularly or on a recurring basis, the responsible official will arrange with management to make sure the accommodation is provided. The individual with a disability or need for a religious accommodation does not have to make a new request each time an accommodation is needed.

I - EEO/AA

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