Accommodation of Disabilities Sample Clauses

The Accommodation of Disabilities clause requires an employer or service provider to make reasonable adjustments to policies, practices, or physical environments to support individuals with disabilities. This may include providing assistive devices, modifying work schedules, or ensuring accessible facilities, depending on the specific needs of the person involved. The core function of this clause is to promote equal access and prevent discrimination, ensuring that individuals with disabilities are not unfairly excluded or disadvantaged.
Accommodation of Disabilities. Notwithstanding any provision of this Agreement, the Board shall be entitled to take any steps deemed necessary by the Board in order to accommodate any employee’s disability and comply with state and federal laws prohibiting discrimination on the basis of disability, such as the American with Disabilities Act (ADA).
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Accommodation of Disabilities. TMH has a written policy regarding accommodation, which applies to residents with disabilities. (i.e. Human Resources Policy and Procedures No. 45-102).
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Accommodation of Disabilities. 22.1 The Employer and the Union recognize their joint duty under legislation to provide accommodation in the workplace to Employees with disabilities. 22.2 Any Employee with a physical or mental disability, whether permanent or temporary, has the right to accommodation. Such accommodation shall be reasonable and limited only by evidence of undue hardship on the Employer. Undue hardship is defined as excessive costs that would seriously jeopardize the continued operation of the Faculty Association or a measure which would itself pose a serious health or safety risk. 22.3 The development of an accommodation plan can be initiated by the affected Employee or the Employer. The Employer may require medical documentation, additional, or clarifying, information from the Employee’s treating registered Health Care Practitioner(s). There may be occasions where the Employer will seek an independent medical assessment at the Employer’s expense. The Employee, the Employer and the Union each have responsibilities in the accommodation process, and will work collectively to identify an appropriate method of accommodation. 22.4 No discrimination, interference, or coercion, shall be exercised by reason of physical or mental disability, illness or incapacity once accommodation of such disability, illness, or incapacity has been provided. 22.5 No Employee, including acting as an advocate or witness in any proceeding resulting from an accommodation request or complaint, shall be subjected to retaliation or reprisal for taking action to obtain accommodation.
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Accommodation of Disabilities. 22.1 The Employer and the Union recognize their joint duty under legislation to provide accommodation in the workplace to Employees with disabilities. The parties respect the right to privacy. All medical information pertaining to the accommodation will be kept in a separate file for each individual. The Member shall have access to the file. 22.2 Any Employee with a physical or mental disability, whether permanent or temporary, has the right to accommodation. Such accommodation shall be reasonable and limited only by evidence of undue hardship on the Employer. Undue hardship is defined as excessive costs that would seriously jeopardize the continued operation of the Faculty Association or a measure which would itself pose a serious health or safety risk. 22.3 The development of an accommodation plan can be initiated by the affected Employee or the Employer. The Employer may require medical documentation, additional, or clarifying, information from the Employee’s treating registered Health Care Practitioner(s). There may be occasions where the Employer will seek an independent medical assessment at the Employer’s expense. The Employee, the Employer and the Union each have responsibilities in the accommodation process, and will work collectively to identify an appropriate method of accommodation. 22.4 No discrimination, interference, or coercion, shall be exercised by reason of physical or mental disability, illness or incapacity once accommodation of such disability, illness, or incapacity has been provided. 22.5 No Employee, including acting as an advocate or witness in any proceeding resulting from an accommodation request or complaint, shall be subjected to retaliation or reprisal for taking action to obtain accommodation.
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Accommodation of Disabilities. The Company and the Union agree to cooperate in providing reasonable accommodations to employees with known disabilities, if such accommodations would not impose an undue hardship on the Company and would enable the applicant or employee to perform the essential functions of his/her job.
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Accommodation of Disabilities. As a worldwide provider of Certification Exams, Certiport is committed to ensuring that those persons with the desire to certify their proficiency in the use of computers should have the opportunity to do so. Certiport, accordingly, embraces the Americans with Disabilities Act (ADA) as well as other global accommodations for disabilities designed to advance those goals. CATCs are required to comply with local laws requiring reasonable provision of access to Examinees with disabilities. In keeping with this commitment, Certiport will expand and refine its Products and Services to enable greater numbers of Examinees with documented disabilities to register for, schedule and take Exams. Certiport and CATCs require advance notification of requests for accommodation(s) as well as a reasonable amount of time to review and implement such requests. Certiport and CATCs are not obligated to accommodate Examinees with language limitations unrelated to a documented disability (i.e.; English as a second language, literacy, etc.), nor to provide unlimited time for the completion of Exams that are designed to certify not only knowledge, but also efficiency in the use of desktop computers. Further information be found at ▇▇▇.▇▇▇▇▇▇▇▇▇.▇▇▇ by selecting “Exam Policies” under the “Test Candidates” menu item and then selecting the link for “Accommodation of Disabilities”. Examinees who wish to request accommodations may do so by following the directions under the “Process to Apply” section of the Accommodation of Disabilities page. Test accommodations are individualized and Certiport will consider accommodations on a case- by-case basis. Examinees who have been notified that their request for an accommodation has been approved by Certiport must notify the CATC of the accommodation when scheduling the exam. Examinees should allow for additional time when requesting and scheduling accommodations.
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Accommodation of Disabilities. Except for any provision of this Agreement, the Employer shall be entitled to take any steps deemed necessary by the Employer in order to accommodate an employee's disability and comply with state and federal laws prohibiting discrimination on the basis of disability, such as the Americans With Disabilities Act (ADA).
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Accommodation of Disabilities. If an employee suffers from a disability that affects one or more major life functions, and is unable to perform his or her essential job functions on account of the disability, the employee should inform the Seminary & University that an accommodation is necessary. The Seminary & University will enter into a dialogue with the employee, usually in conjunction with the employee’s medical care provider, to consider if an accommodation is reasonably necessary to perform his or her job duties. If the accommodation does not impose an undue hardship on the Seminary & University, it will be granted. [NOTICE to administrators: The above paragraph on disabilities was not in the previous version of the staff handbook.]
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Related to Accommodation of Disabilities

  • Definition of Disability For purposes of this Agreement, “Disability” (and any of its forms) means that, for more than six consecutive months, the Executive is unable, with reasonable accommodation, to perform the duties described in Section 4.01 on a full-time basis due to a physical or mental disability or infirmity.

  • Illness or Disability If, because of Employee’s illness or other disability for a continuous period of more than 45 days, Employee is unable to render the services required by the Company as provided herein, the Company may terminate Employee’s employment hereunder by written notice to Employee at least 30 days in advance of such termination. Upon such termination Employee shall not be entitled to any further payments of any nature, except for payment of (a) any earned but unpaid Annual Base Salary, (b) any unpaid bonuses and (c) unreimbursed business expenses (collectively, “Payable Amounts”). All Payable Amounts shall become due and payable on the date of such termination.

  • Termination by Reason of Disability If the Optionee’s employment by the Company terminates by reason of Disability, this Option may thereafter be exercised, to the extent the Option was exercisable at the time of such termination (after giving effect to any acceleration of vesting provided for in Section 2 above), by the Optionee or personal representative or guardian of the Optionee, as applicable, for a period of three (3) years from the date of such termination of employment or until the expiration of the Term of the Option, whichever period is the shorter.

  • ILLNESS AND DISABILITY At the beginning of each school year each teacher shall be credited with ten (10) days of leave, the unused portion of which shall accumulate from year to year to one hundred fifty-five (155) days pro-rated based on the teacher’s regularly scheduled work day/week. The leave days may be taken by a teacher for the following reasons and subject to the following conditions:

  • Permanent Disability Permanent Disability" shall mean Employee's physical or mental incapacity to perform his or her usual duties with such condition likely to remain continuously and permanently as determined by Employer.