正式的ADA工作住宿要求流程

根据犯罪现场组第1111号行政命令, 以及州和联邦法律, 经要求，本会将, strive to provide reasonable accommodations to an employee or applicant for employment with a disability. Reasonable accommodations is determined by the 基督教社会联盟 following its receipt for an individuals' request for accommodations and engagement in an interactive process with the individual to identify the appropriate reasonable accommodations given the nature and extent of the individual's disability.

The following are the procedures to be followed by applicants or employees who are requesting a reasonable accommodation:

1. An employee or applicant formally requesting accommodations will be provided with an  ADA合理住宿申请表，和 医疗服务提供者残疾证明表格. The employee or applicant may also be provided with a list of the essential job functions of their current position and other relevant information that may assist in the interactive process.
   
   
2. 雇员或申请人必须参加 医疗服务提供者残疾证明表格 给正在为他们治疗残疾的医疗提供者.
   
   
3. 医疗服务提供者提供有关的信息 医疗服务提供者残疾证明表格 confirming the employee or applicant has a disability in which the employee or applicant requires work limitations that need to be considered for an accommodations to assist the employee with performing the essential functions of their job. Once the form is completed with the necessary information the form must be return to the ADA经理. 因为里面有机密的医疗信息, 表格保存在HR的机密文件中, 与申请人或雇员的人事档案分开.
   
   
4. 雇员或申请人完成 ADA合理住宿申请表 and provides the form to their Appropriate Administrator 为ir review and signature confirming they are aware their employee or applicant is requesting accommodations. 一旦签名到位，表格必须提交给 ADA安全dropbox 为 ADA经理 回顾. The form can be submitted by either the employee or applicant and/or the Appropriate Administrator.
   
   
5. Upon receipt of the Accommodation Request Form and Disability Verification Request Form, the ADA经理 will review to determine whether the employee or applicant disability meets the definition per ADA and FEHA regulations. ADA经理在做出此决定时可咨询校园法律顾问.
   
   
6. ADA经理亲自与员工或申请人联系, 通过电话, 通过电子邮件或美国邮件通知他们审查结果, 如果雇员被确定有合格的残疾. If it is determined the employee or applicant has a qualifying disability the interactive provided will continue.
   
   
7. The ADA经理 will assist the employing department in obtaining additional relevant information. 这可能包括但不限于以下内容:

• • Meeting with the employee or applicant and the Appropriate Administrator to obtain additional information concerning the request.
  • 与相关部门协商, 部门, 或者说是校园人事人员涉及到的基本职能工作.
  • 在员工或申请人的书面许可下, obtaining/reviewing information from the employee's or applicant's medical provider who is currently treating them 为ir disability/serious health condition.
  • Re搜索ing via other resources to provide accommodation suggestions to the employee or applicant and their Appropriate Administrator.

注意:  All medical information obtained throughout the determination process is considered "confidential,，必须由人力资源部门征求和接收, who will provide only information about necessary restrictions and accommodations to managers and appropriate administrators.  HR will keep all medical information and the completed Disability Accommodation Request Form in a confidential records file, 与人事记录分开.

互动讨论过程:

An interactive discussion is held with the employee or applicant to identify the nature and extent of the individual's limitations and the appropriate reasonable accommodations. The Appropriate Administrator is involved in determining the essential functions of the person's position, and the accommodations that may enable the employee or applicant to perform the essential duties of their job; and assessing the effectiveness of the accommodations. 讨论是互动的, 需要雇员或申请人积极参与的, 其适当的管理员和ADA经理. It is the obligation of the employee or applicant to understand their own condition and limitations well enough to engage in this discussion.

The employing department will consider any requests or preferences stated by the employee or applicant, but the employing department has the ultimate discretion to select the appropriate accommodations based on the business needs of the department. It is the strong preference to provide accommodations that permits the employee to remain in their current position, 而不是转向其他选择，比如病假, 找工作或因残疾退休.

The Appropriate Administrator and the ADA经理 will inform the employee or applicant in writing of the initial decision regarding the request, 一般在提交后20个工作天内完成 ADA合理住宿申请表. 如果需要更多的时间, 相应的管理员和ADA经理将通知员工或申请人.

一般, equipment will be purchased by the employing department only if it is determined that the use of the equipment is necessary to assist the employee  or applicant with performing the essential functions of their job. 设备仍然是用人部门的财产.  The equipment may not be of a personal nature (for example, eyeglasses, hearing aids, etc.)雇员或申请人可合理预期提供的资料. 

要求的住宿是否包含物理障碍, 需要进行一般设施改造, 设施管理, 和HR一起, 和其他合适的人, 将审查请求. 如果被认为是合理的, the request will be processed through the normal facility service request procedures.

提供住宿后, the employee or applicant and their Appropriate Administrator will evaluate the effectiveness of the accommodations. 应员工要求, 申请人或适当管理人, HR可能会参与这个过程.  如果需要对设施进行修改, 应使用本程序中概述的程序提出申请.

如果住宿请求被拒绝, the Appropriate Administrator and ADA经理 will provide information regarding the appeal process in the response sent to the employee or applicant.

All records related to an employee or applicant's accommodation are maintained in a confidential file in 人力资源 to be kept separately from the personnel file.