accommodations for employees
creating an inclusive and supportive work environment is a priority for 阿根廷vs墨西哥竞猜 . we recognize that employees may, at times, experience medical conditions that require workplace adjustments to enable them to perform their essential job functions effectively. this program outlines the process for requesting and implementing workplace accommodations for medical reasons. we are committed to working collaboratively with employees to identify reasonable accommodations that address their individual needs while providing the transformative student experience 阿根廷vs墨西哥竞猜 is known for. we encourage open communication and transparency throughout this process and assure employees that all medical information shared will be treated with strict confidentiality.
*accommodations for employees based on disability, religion/creed, or family status are accessible through the office of human rights and equity - ohre.
the guiding principles of the employee medical accommodation program are detailed in the accommodation for employees with disabilities policy and procedure (temporary and permanent, work and non-work related) found here.
employees experiencing challenges in their work due to their medical conditions (temporary or permanent) can access accommodation plan development through the office of human resources - health and safety. generally, creation of an individualized accommodation plan follows the process.
1) job demands analysis |
this document establishes the physical, mental and emotional load of the position. the document is generated by the employee, supervisor, or the employee and supervisor together. a report of the responses to the jda is provided to the employee and supervisor. this document is unique to the position.
the job demands analysis (jda) can be found here.
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2) functional abilities and absence form |
in order to create an individualized accommodation plan, the employee seeking accommodation due to medical disability must provide documentation establishing that a medical disability exists, the limitations/restrictions related to the medical condition, and the duration of the condition. the functional abilities and absence form (faaf) is used by the employee and licensed medical practitioner involved in treating the condition for this purpose. licensed medical practitioners are encouraged to present several accommodations that may benefit the employee. it is most helpful if employees share their jda with their practitioner to provide relevant background on the position's demands.
the faaf is available for download here.
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3) individual accommodation plan |
the office of human resources - health and safety will review the faaf, jda and requested accommodations. a meeting between the employee, supervisor and manager, health, safety and wellness may be required to discuss the restrictions/limitations and the supports available to accommodate the employee. an approved individualized accommodation plan will be created based on input from the employee and supervisor. |
4) managing a temporary or permanent accommodation plan | ||||
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frequently asked questions
do i have to disclose my medical condition for my accommodation request to be approved? |
no. your private medical information is private and is not required to pursue medical accommodation. |
what information is shared with my supervisor, or with other units within the university? |
all medical documentation received is confidential, such as the name/specialty of your treating practitioner or illness (if disclosed). restrictions/limitations related to your position, duration of condition and requested accommodations are disclosed when necessary to create or implement your individualized accommodation plan. |
i didn't complete a jda prior to my practitioner completing my faaf, do i have to start the process over? |
not necessarily. a request for accommodation cannot proceed without a jda, however, a jda can be completed after the faaf is provided. as long as the restrictions indicated on the faaf align with the demands of the position, the process can continue without additional medical documentation. if a position is safety or risk sensitive and the restrictions may impact the employee's ability to perform those tasks, further information may be required from your treating practitioner prior to the continuation of the accommodation process. |
my medical condition has resolved sooner than anticipated and i no longer require the accommodation, do i have to provide clearance from my treating practitioner? |
an employee's wellness and their success in their role are our top priorities. the decision to end a medical accommodation must be supported by the employee's treating practitioner. changes to an accommodation plan require implementation time, at minimum 14 days. |
i don't know if i want to pursue a medical accommodation, do i have other options? |
yes.
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what kinds of medical accommodations are available? |
not all accommodations are possible for every position, and individualized accommodation plans are created based on the employee's restriction/limitation and reasonable accommodations for the position/department. in general, available accommodations may include:
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