Sentences with phrase «reasonable accommodation process»

Of course, special circumstances may influence the timing of the reasonable accommodation process.

The HR Specialist responsible for the job vacancy must guide job applicants through the reasonable accommodation process.

The decision - maker will provide a written notice documenting the receipt of request and the initiation of the reasonable accommodation process.

Oral or written requests start the 25 - business - day reasonable accommodation processing timeline (See CHAPTER 4 — TIMEFRAMES).

Not exact matches

In order to ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Veterans Readjustment Act of 1974, and Title I of the American's with Disabilities Act of 1990, applicants that require accommodation in the job application process may contact [phone] for assistance.

In order to ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Veterans Readjustment Act of 1974, and Title I of the American's with Disabilities Act of 1990, applicants that require accommodation in the job application process may contact [phone] or email [email protected].

If you require a reasonable accommodation for any part of the application and / or hiring process, please notify Human Resources by calling 212-327-8300 or emailing [email protected].

When a Postdoctoral Scholar requests reasonable accommodation for a disability or the University has reason to believe that a reasonable accommodation is needed, the parties will engage in the interactive process, which is an ongoing dialogue between the Postdoctoral Scholar and appropriate University representatives (e.g., supervisor, departmental administrator, Principal Investigator, department or unit head, or vocational rehabilitation counselor) about possible options for reasonably accommodating the Postdoctoral Scholar's disability.

Both the University and the Postdoctoral Scholar are expected to participate in the interactive process in good faith, which includes engaging in timely communications regarding possible reasonable accommodation.

The ADA protects an individual's right to request reasonable accommodations for the hiring process and on the job.

Dallas Teacher Residency is committed to seeking qualified applicants with disabilities and can provide reasonable accommodations during the application process and time of service upon request

Providing reasonable accommodations is an interactive process where the employee and his or her manager need to participate to help achieve a successful accommodation.

A supervisor must participate in the interactive process described in 3.2 DISCUSSING THE REQUESTS USING THE INTERACTIVE PROCESS, to provide information on the essential functions of the position and discuss potential effective reasonable accommodprocess described in 3.2 DISCUSSING THE REQUESTS USING THE INTERACTIVE PROCESS, to provide information on the essential functions of the position and discuss potential effective reasonable accommodPROCESS, to provide information on the essential functions of the position and discuss potential effective reasonable accommodations.

An individual with a disability can request a reasonable accommodation at any time during the application process or during the period of employment, even if no disclosure was made previously regarding the existence of a disability.

Upon receiving a request for reasonable accommodation, the decision - maker and individual with a disability should engage in an informal process to clarify what the individual needs and identify the appropriate reasonable accommodation.

Oral and written requests for reasonable accommodation from job applicants are considered received when made to any DOT employee with an official connection to the application process.

A reasonable accommodation request is a statement, oral or written, made by an individual who requests an adjustment or change at work, in the application process, or in any benefit or privilege of employment because of a physical or mental impairment.

Therefore, whenever possible, requests for reasonable accommodations must be processed in less time than the limit allows.

Facilitates the interactive process to assess job needs and determine what type of reasonable accommodation is most effective and efficient with helping the employee perform the essential functions of the job.

A request for reconsideration shall be treated as a new request for reasonable accommodation, adhering to the process and requirements outlined in this Order.

Decision - makers have the ultimate responsibility for accepting, processing, and determining whether to grant or deny requests for reasonable accommodations from employees and job applicants.

Individual making the request fails to participate in the interactive process, including failing to provide requested medical documentation to establish that the individual has a disability and needs a reasonable accommodation.

The entire reasonable accommodation decision making process is the responsibility of the decision - maker.

Decision - makers accept, process, and determine whether to grant or deny reasonable accommodation requests from DOT employees.

HR, CR, or other personnel dealing with equal employment opportunity matters can be given information to maintain records, and to evaluate and report on how DOT processes requests for reasonable accommodation.

This ensures compliance with Executive Order 13164, which requires each Federal agency to develop effective written procedures for the processing of reasonable accommodation requests, and supports the Department's obligation to meet the reasonable accommodation requirements prescribed under the Rehabilitation Act of 1973, as amended.

If there is a delay or anticipation of a delay in the processing of a request for reasonable accommodation, or the provision of a reasonable accommodation, a written notice must be provided to the employee giving the reasons for the delay.

The U.S. Department of Transportation (DOT or Department) Order 1011.1 A implements Executive Order 13164, requiring each Federal agency to establish written procedures for processing reasonable accommodation requests for its employees and job applicants with disabilities.

However, absent the need for supporting medical information and / or the existence of other extenuating circumstances, a request for reasonable accommodation must be processed and the accommodation, if granted, provided within 25 business days from the date the request is received by the individuals designated in 2.2 DIRECTING REQUESTS.

When a decision - maker is unavailable to process reasonable accommodation requests within the applicable timeframes, an appropriate replacement must be designated by the decision - maker and communicated to the requesting applicant or employee.

This chapter describes the procedures for granting or denying reasonable accommodation requests, appealing reasonable accommodation decisions, and the dispute resolution process.

For example, agency procedures should require that processing of reasonable accommodation requests be expedited in appropriate cases.

(4) The EEOC Reasonable Accommodation Guidance discusses the types of accommodations that employers may be required to make; the ways in which individuals may request reasonable accommodation; the «interactive process» between the agency and the individual following a request for reasonable accommodation; and factors to consider in evaluating undueReasonable Accommodation Guidance discusses the types of accommodations that employers may be required to make; the ways in which individuals may request reasonable accommodation; the «interactive process» between the agency and the individual following a request for reasonable accommodation; and factors to consider in evaluating unAccommodation Guidance discusses the types of accommodations that employers may be required to make; the ways in which individuals may request reasonable accommodation; the «interactive process» between the agency and the individual following a request for reasonable accommodation; and factors to consider in evaluating unduereasonable accommodation; the «interactive process» between the agency and the individual following a request for reasonable accommodation; and factors to consider in evaluating unaccommodation; the «interactive process» between the agency and the individual following a request for reasonable accommodation; and factors to consider in evaluating unduereasonable accommodation; and factors to consider in evaluating unaccommodation; and factors to consider in evaluating undue hardship.

Have a process in place for expeditiously considering reasonable accommodation requests made by employees with pregnancy - related disabilities, and for granting accommodations where appropriate.

This is a bit different than the Ontario AODA requirements which specify the areas in which employers must take action to provide reasonable accommodation, as well as accessible workplace processes during the employment relationship after the employee has been hired.

Have a documented return to work process for employees who have been absent from work due to a disability and require reasonable accommodation (Employers with 20 or more employees)

Notify job applicants that reasonable accommodations for disabilities are provided during the recruitment process.

Notify their employees and the public, during the recruitment processes about their policies on reasonable accommodation for applicants disabled by barriers.

Consider the accessibility needs of employees and ensure that reasonable accommodation apply to all aspects of employment, including performance management, career development and advancement, redeployment and any other performance related processes that employers use to retain employees.

Reasonable accommodations must be based on an individualized assessment and an interactive process.

A process is in place to determine whether a reasonable accommodation which will provide the student with the opportunity to meet the requisite academic standards is available.

The Ontario Court of Appeal has denied leave to appeal a judicial review of a Human Rights Tribunal of Ontario (Tribunal) decision that found an employer's request for an Independent Medical Examination (IME) as part of the accommodation process reasonable in the circumstances.

What should I do if I am a qualified person with a disability who needs a reasonable accommodation in order to participate in the employment process within the state courts system?

In particular, she discussed how to comply with the interactive process mandate, employee rights under the ADA, how to initiate and implement the interactive process, what is considered a reasonable accommodation, and recent case law and lessons learned.

The 2015 Quebec Court of Appeal decision [2015 QCCA 1048] held that, while Quebec's Act respecting Industrial Accidents and Occupational Diseases placed no obligation on employers to offer suitable employment to a worker who has suffered a work - related injury, when an employee exercises their right to return to work the employer must engage in a process of reasonable accommodation in accordance with the Charter of Human Rights and Freedoms.

The B.C.S.C.: dismissed the petition for judicial review on the basis i) s. 2 (a) of the Charter did not confer a right to restrict the otherwise lawful use of land on the basis such use would result in a loss of meaning to religious practices carried on elsewhere; and ii) the process of consultation and accommodation of asserted Aboriginal rights was reasonable.

For questions about a position, the application process — or if you require reasonable accommodation to complete an application — contact: Candidate Care at 1-855-778-6037, M - F from 7:00 AM to 7:00 PM Central Time.

A prospective employer can ask you if you will need a reasonable accommodation during the interview process.

Coordinate, implement and document the employee and applicant interactive process of ADA reasonable accommodation requests and approvals

Accessibility Notice If you need a reasonable accommodation for any part of the employment process, due to a physical or mental disability, please send an email to: [email protected] or call 803.779.4420.