Medical information received as part of the reasonable accommodation process is kept confidential and is only disclosed on a business need to know basis. If you voluntarily disclose your medical condition to your co-workers, supervisors or other individuals, this voluntary disclosure is not covered by the ADA’s confidentiality provisions. If you have been communicating only ...
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Most likely, yes. As part of the interactive process, you may be requested to provide information that enables the department to determine whether you have a disability, why a reasonable accommodation is needed due to your disability, and how a reasonable accommodation will enable you to perform the essential functions of your job. You will ...
Read More Will I have to provide medical information as part of the reasonable accommodation process?
No. Only job applicants and employees with covered disabilities are entitled to reasonable accommodations. Although you would not be eligible for a reasonable accommodation, you should not be treated differently from other employees because of your association with a person with a disability. For example, if you’re requesting to flex your schedule one day a ...
Read More If I’m associated with someone who has a disability, can I get a reasonable accommodation even if I don’t have a disability of my own?
The employee and/or supervisor should immediately inform the departmental RA Coordinator. The RA Coordinator will need to have a discussion with the employee and may need additional information from the employee’s medical provider to explore other reasonable accommodation options.
Each request for reasonable accommodation is different because the nature and extent of a person’s medical condition, type of job, and work environment will vary. In the case of a job applicant, the department just needs to provide a reasonable accommodation that will make it possible for the applicant to fully participate in the application ...
Read More How will the department select a reasonable accommodation?
No. If your disability isn’t obvious or known to the department, and you’ve never indicated having difficulty with an aspect of work due to the disability, the department cannot assume you need a reasonable accommodation.
If you are finding that some aspect of the job application process or employment is difficult for you due to a medical condition, inform your supervisor and/or the department’s Reasonable Accommodation Coordinator (“RA Coordinator”), who usually works in the department’s HR or Civil Rights office. You may notify the department of your need for a ...
Read More How do I request a reasonable accommodation?
Any physical or mental impairment that substantially limits a major life activity (seeing, hearing, eating, sleeping, walking, standing, etc.) or major bodily function (immune system, normal cell growth, digestive, bowel, bladder, neurological, respiratory, circulatory, reproductive, etc.) will qualify as a disability under the Reasonable Accommodation Policy.
A reasonable accommodation is any change or adjustment to a job or worksite made to enable a job applicant or employee with a disability participate in the job application process, perform the essential functions of a job, or enjoy benefits and privileges of employment enjoyed by all other employees. The Americans with Disabilities Act (ADA) ...
Read More What is a reasonable accommodation?