Employee Accommodations
Employees Requesting Accommodation
Employee and applicant requests for reasonable accommodations should be forwarded to Director, HR Operations Shelly Simken, who also serves as the ADA Coordinator for Employees.
Process
Generally, after a request for accommodation has been made, the next step is for the parties to begin the interactive process to determine what, if any, accommodation should be provided. This means that the individual requesting the accommodation and the Director, HR Operations must communicate with each other about the request, the precise nature of the problem that is generating the request, how a disability is prompting a need for an accommodation, and alternative accommodations that may be effective in meeting an individual's needs.
In many instances, the Director, HR Operations may need to request medical information
to determine if an individual's impairment is a "disability" under the ADA or to determine
what would be an effective accommodation. The Director, HR Operations will also work
with the requestor's department and Human Resources to identify job duties and gather
further information about possible accommodations.
Communication is a priority throughout the entire process. Both the individual making
the request and the Director, HR Operations should work together to identify effective
accommodations. Medical information obtained in connection with the reasonable accommodation
process must be kept confidential. This means that all medical information that the
Director, HR Operations obtains in connection with a request for reasonable accommodation
is kept in files separate from the individual's personnel file.鈥�
Contact Information
Shelly Simken
Director, HR Operations