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 A. Request is granted - As soon as the Reasonable Accommodation Committee and the employee’s department determines that a reasonable accommodation will be provided, the decision should be immediately communicated to the employee. The responsible official will give a written decision to the employee. If the accommodation cannot be provided timely, then the responsible official must inform the employee of an approximate time frame when the accommodation can be provided. B. Request is denied - When the Reasonable Accommodation Committee and the employee’s potential transfers will be considered for 90 days from the date the employee was placed in a leave without pay status (after all paid leave has been exhausted) due to their inability to do the essential functions of their position. If the employee in need of an accommodation cannot be transferred into another position for which the employee is minimally qualified within 90 days, the City may separate its employment relationship with the employee. 6.0 PROCEDURES 6.1 The individual with a disability or a religious belief, practice, or observance, or a third party on their behalf, will submit an oral or written request for an accommodation. If an individual or third party makes an oral request, the responsible official must document the request in writing. 6.2 If an individual or a third party makes a request for a reasonable accommodation to someone other than the responsible official, the recipient must forward the request to the responsible official immediately, and not more than two (2) business days of receiving the request. 6.3 The responsible official must contact the individual regarding the requested reasonable accommodation within five (5) business days after the request is made. The responsible official must begin a discussion with the individual, or third party on their behalf. The two parties should discuss the precise nature of the issue that is based on the request, how the disability or a religious belief, practice or observance is prompting the need for an accommodation; and what accommodations may be effective in meeting an individual’s ability to perform the essential functions of the job. 6.4 If the individual’s disability and/or need for an accommodation are not obvious or already known, the responsible official may ask for and receive medical information showing that the requestor has a covered disability that requires accommodation. If so, it is the requestor’s obligation to provide appropriate medical information to the responsible official. The responsible official may provide the requestor a list of questions to give to their healthcare provider to answer. Also, the responsible official may ask the requestor to sign a limited release permitting Medical Services to contact the provider for additional information. The medical information will be reviewed by the City’s medical provider. 6.5 Decision on Reasonable Accommodation Request The decision to grant or deny a reasonable accommodation request rests with the Reasonable Accommodation Committee and the employee’s department.

I - EEO/AA

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