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If the accommodation is needed on a regular basis (, a weekly staff meeting), the DPM should ensure that an employees supervisor makes the appropriate arrangements without requiring a request in advance of each occasion.
(See Appendix D for information on requesting sign language interpreters.) The Disability Program Manager (DPM) is responsible for processing requests for reasonable accommodation.
An employee needing a reasonable accommodation on a recurring basis, such as the assistance of a sign language interpreter, must submit the Confirmation form only for the first request.
However, the employee requesting accommodation must give appropriate advance notice each subsequent time the accommodation is needed.
EEOC take steps, solely at the agencys discretion, beyond those required by section 501 of the Rehabilitation Act of 1973.
Generally, an applicant or employee must let the EEOC know that he needs an adjustment or change concerning some aspect of the application process, the job, or a benefit of employment for a reason related to a medical condition. An applicant or employee may request a reasonable accommodation at any time, orally or in writing. on how to contact the DPM.) If an employee makes a reasonable accommodation request to someone other than the DPM, such as her supervisor, office director, district director, or regional attorney, these supervisors/managers should forward the request to the DPM immediately and must do so within 2 business days.
While the DPM has responsibility for processing requests for reasonable accommodation, the DPM may work closely with an employees supervisor or office director in responding to the request, particularly those involving performance of the job.
Additionally, the DPM may not refuse to process a request for reasonable accommodation, and a reasonable accommodation may not be denied, based on a belief that the accommodation should have been requested earlier (, during the application process).
A request does not have to include any special words, such as reasonable accommodation, disability, or Rehabilitation Act.
While the DPM will handle all requests for reasonable accommodations, supervisors, managers, and office directors often will need to be consulted about specific requests.
Therefore, all management personnel must be familiar with these Procedures and the Commissions Enforcement Guidance on Reasonable Accommodation and Undue Hardship Under the Americans with Disabilities Act (rev. 17, 2002), which contains significant information on the responsibilities of agency personnel involved in responding to a request for reasonable accommodation, as well as the rights and responsibilities of those requesting accommodation.