Cooperate in obtaining the necessary medical documentation from your treating professional.
Meet with the professional performing any necessary assistive technology and/or ergonomic assessments.
Meet with the Director of DRS, your supervisor and Human Resources to discuss any accommodation that may be proposed.
Inform supervisor in a timely manner if the accommodation is not effective.
Meet necessary performance standards for your position.
2. The Director of Disability Resources and Services will:
Meet with the employee to explain the process and discuss the employee's request.
Provide the employee with a release of information form for medical verification and documentation.
Obtain a current job description from employee's supervisor.
Prepare a letter requesting necessary information from the employee's medical professional.
Arrange necessary ergonomic and or assistive technology assessments, if needed.
Evaluate responses from employee's medical professionals and requested assessments to help determine if the employee is eligible for an accommodation, and if so what accommodation would be effective and reasonable.
Meet with the employee, Human Resources and employee's supervisor to discuss recommendations.
If an accommodation is warranted, obtain a signed accommodation agreement from the employee and supervisor.
Work with the employing department to implement the agreed upon accommodation in a timely manner.
If a requested accommodation is not warranted, timely advise employee.
3. The employee's supervisor will:
Provide the employee's position description, identifying the essential functions of the job and, any information in the supervisor's possession concerning difficulties the employee may be encountering on the job.
If the Director of Disability Resources and Services determines that an employee accommodation is warranted, discuss the accommodation with Human Resources and employee's supervisor.
Meet with the employee, Human Resources and the Director of Disability Resources Services to discuss and agree upon reasonable accommodation.
Implement the reasonable accommodation in a timely manner.
Monitor and evaluate the effectiveness of the accommodation with the employee.
Contact Disability Resources and Services if the accommodation is not effective or if other issues arise.