ICMARC 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: P P Supervisors and managers may be told about necessary restrictions on the work or duties of the associate and about necessary accommodations. P P First aid and safety personnel may be told if the disability might require emergency treatment. P P Government officials investigating compliance with the ADA or DCHRA must be given relevant information upon request. P P The District of Columbia or state workers’ compensation offices or “second injury” funds may be given access in accordance with state workers’ compensation laws. P P 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.

Confidential — for Internal Use Only

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