Interactive Process Sample Clauses

Interactive Process. Any applicant or employee who believes they require an accommodation in order to perform the essential functions of the job should contact the Human Resources Director to request such an accommodation. Upon learning of the possible need for a reasonable accommodation under the ADA, Bannock County shall engage in a process in which the employee, health care provider, supervisor/elected official, and Human Resources each share information about the nature of the disability and the limitations that may affect the employee's ability to perform the essential job duties. This process is referred to as the interactive process and involves a good-faith effort by the County and the employee to discuss the limitations the employee's disability may pose. The purpose of this discussion is to determine what (if any) accommodations may be needed.

Interactive Process. Upon receipt of a reasonable accommodation request, the Agency and the non-FTE Fellow will engage in an interactive process. This is an informal, flexible dialogue that focuses on clarifying the individual's needs and exploring potential accommodations to assist in identifying effective reasonable accommodation(s). This process should identify the limitations resulting from the disability and potential reasonable accommodations that could overcome those limitations. A non-FTE Fellow may choose to have a Union representative present during the interactive process. The interactive process begins with the request, continues throughout the eligibility determination, and concludes with the final reasonable accommodation decision, as described below. It will sometimes be necessary to analyze the particular essential fellowship activities of the non-FTE Fellow’s award.

Interactive Process. An employee may request representation from the Union, not to exceed one (1) City employee, who is not designated as a supervisory employee, and one (1) non-City employee; or two (2) City employees, who are not designated as supervisory employees; or two (2) non-City employees, for any meeting conducted as an interactive process under the Americans with Disabilities Act or the California Fair Employment and Housing Act to identify whether a reasonable accommodation is needed and, if so, what reasonable accommodation might be offered.

Interactive Process. An employee who is disabled will be able to participate in the good faith interactive process so that the City can assess whether a reasonable accommodation can be provided for the employee’s disability. The good faith interactive process consists of a meeting or meetings with the employee and City representatives to compare the employee’s work restrictions to the essential functions of the employee’s job. The parties will engage in a dialogue so that the City can assess whether reasonable accommodation is possible. The employee shall be made aware of their right to representation.

Interactive Process. The applicant/employee, Agency ▇-▇, and/or the RAC (if requested) should be involved in the interactive process and actively participate in identifying effective accommodations that meet the need(s) of the individual. Ongoing, extensive communication between the ▇-▇ and/or the RAC and the applicant or employee is especially important in cases where there are unusual or special limitations, challenges, needs or unanticipated obstacles encountered during the RA process. The ▇-▇ must document efforts made and resources used during this interactive process to ensure that all options regarding the RA request have been explored. The interactive process may also be used to identify situations when the employee's performance is clearly negatively impacted by the lack of an RA (See Section V., Delays in Providing Reasonable Accommodation). There may be situations where the employee and/or D- M are uncomfortable with discussing sensitive issues related to the RA request. In these instances, the RAC may engage the employee in the interactive process in lieu of the ▇-▇. A ▇-▇ may use the interactive process to evaluate and approve requests without extensive medical documentation. However, the interactive process must be used in situations where the ▇-▇ knows the employee has a disability, but needs more information regarding the need for the requested accommodation. It should also be used when the ▇-▇ has additional questions on how the. RA request addresses the stated limitation. The interactive process should be used and documented before any medical information is requested by the ▇-▇ or RAC. Resources that should be used include the JAN or CAP which can be used to help identify possible accommodations (see contact information in Section XII., Resources). JAN includes a model interactive process for the provision of M.

Interactive Process. The Parties agree that the option for unit members to work remotely under the full distance learning model will not be available during the In Person hybrid Instructional Model and during the Full In-Person Instructional Model. Depending on the availability of remote work assignments and medical restriction documentation provided by a unit member during an interactive process with the District, the Parties agree that unit member assignments and/or transfers to remote work positions for unit members may be considered to provide reasonable accommodations to unit members with healthcare restrictions. Any transfers under the interactive process shall be temporary and unit members shall be able to return to their original assignment.

Interactive Process. A. By April 24, 2017, the College’s Disabled Student Programs and Services (DSPS) will extend a written offer to meet with the Student and, if the Student wishes, an advocate of her choice, including the Complainant. DSPS will offer to engage in an interactive process with the Student and specifically respond to her pending request for an accommodation of extended time to submit assignments and reports. B. If the Student agrees, DSPS will schedule and conduct the meeting within two weeks of receiving notice of that agreement. As a part of the interactive process, DSPS will specifically discuss with the Student and consider the following: the nature and extent of the Student’s disability; how the Student is impacted by the disability; any information provided by third parties, including, but not limited to, a letter dated November XX, 2016, from Dr. XXXX XXXXXX recommending that the Student receive extra time to submit assignments and reports; any new information that the Student provides for consideration; and any other relevant information in the Student’s College record. The College will document this meeting in the Student’s DSPS file. C. DSPS will complete the interactive process and reach a determination as to whether the accommodation request will be approved or denied. Such determination will be based on the Student’s individual needs and will not be governed by categorical limitations contained in DSPS’s current Extended Time on Assignments policy (Policy). DSPS will consider the Student’s disability and its impact, her requested accommodation, and any unique characteristics of her course of study and classes in determining whether or not the requested accommodation is reasonable. DSPS will provide the Student with written notice of its determination within one week of meeting with the Student. i. If the request is approved, the accommodation will be added to the Student’s Accommodation Plan and a copy will be provided to the Student and, at the Student’s request, to each of her instructors. ii. If the request is denied, DSPS will explain in the written notice the basis for the denial and will advise the Student of her right to challenge the decision through the College’s disability discrimination complaint procedure.

Interactive Process. The Parties agree that the option for unit members to work remotely under the full distance learning model will not likely be available during the In Person/Concurrent Instructional Model and during the Full In-Person Instructional Model. Unit members may request a reasonable accommodation through the ADA process. Depending on the availability of remote work assignments and medical restriction documentation provided by a unit member during an interactive process with the District, the Parties agree that unit member assignments and/or transfers to remote work positions for unit members may be considered to provide reasonable accommodations to unit members with healthcare restrictions. The District may consider other options to the extent possible. Any transfers under the interactive process shall be temporary and unit members shall be able to return to their original assignment. Although unit members who serve as caregivers for individuals with underlying conditions or who are impacted by COVID-19 do not fall within the interactive process, the District will consider accommodations for such employees upon request, on a case by case basis.

Interactive Process. (a) The College will make individualized, case-by-case determinations regarding the Complainant’s start date and all accommodations for the Complainant (including but not limited to his course schedule and any future accommodations requests) and will document each determination. It is understood that this will be the revised standard accommodation process (pursuant to Term 5 of this Agreement) at the College and not a separate process outside of the revised standard accommodation process. Reporting to OCR shall be as included in and required under “Semester Reporting” below. At a minimum, the College will submit to OCR, for OCR’s approval: i. the names and titles of the individuals who participating in making the determination, which shall include at a minimum, (1) member(s)of the DSO staff and the course(s) for which the accommodation is/are sought, and (2) the Complainant for some or all of the process; ii. the information considered; iii. the basis for the determination; iv. a description of the process by which the determination was reached, including when each stage of the process occurred; v. when and the nature of how the Complainant was involved in the process; and vi. when and how the determination was conveyed to the Complainant.