ICMARC Associate Handbook August 2016

Confidential — for Internal Use Only

Associate Handbook August 2016 |

accommodation needed. You may initiate a request for reasonable accommodation orally or in writing; a

written request, when possible, will facilitate the interactive process to seek a reasonable accommodation.

Note:

Where the need for the accommodation is not obvious, it may be necessary to provide ICMA‑RC with appropriate medical

information related to the impairment, the basis for the requested accommodation and how it will permit you to perform the essential

functions of the job.

HUMAN RESOURCES RESPONSIBILITY

Human Resources will assess all reasonable accommodation requests in a confidential, thorough and timely

manner. In addition, Human Resources will interact with the associate requesting the accommodation and

communicate the results of its assessment to the associate.

ICMA‑RC has the right to request relevant supplemental medical information to assess the nature of the disability

or the need for the reasonable accommodation. ICMA‑RC can also request additional relevant information

if the information submitted does not clarify how the requested accommodation will assist the associate in

performing the essential functions of the job or in enjoying the benefits and privileges of the workplace.

At the corporation’s expense, ICMA‑RC may have relevant medical information that has been submitted by

an associate or applicant reviewed by a medical expert of its choosing.

To request a reasonable accommodation, contact your HR manager.

Confidentiality

In compliance with the ADA and the District of Columbia Human Rights Act (DCHRA), ICMA‑RC

will keep all medical information confidential. All information that ICMA‑RC obtains in connection with

an individual’s disability will be kept in files separate from the associate’s personnel file. The following

individuals/entities may be given access to medical information on a need-to-know basis:

Supervisors and managers may be told about necessary restrictions on the work or duties of the associate

and about necessary accommodations.

First aid and safety personnel may be told if the disability might require emergency treatment.

Government officials investigating compliance with the ADA or DCHRA must be given relevant

information upon request.

The District of Columbia or state workers’ compensation offices or “second injury” funds may be given

access in accordance with state workers’ compensation laws.

Designated Human Resources representatives may be given access for insurance purposes.

Prohibited Conduct

ICMA‑RC prohibits discrimination or harassment of any kind in the workplace. This includes harassment or

discrimination against individuals on the basis of a physical or mental disability or medical condition. Behavior

that constitutes harassment includes, but is not limited to, pejorative statements or other actions targeting

individuals with disabilities and inappropriate or demeaning comments regarding an associate’s medical condition.

ICMA‑RC also prohibits retaliation against associates for filing a complaint or for assisting in an investigation.