WDLT Employee Handbook

REASONABLE ACCOMMODATION FOR

EMPLOYEES WITH DISABILITIES AND

PREGNANT WORKERS

Accommodation Request Process

Initiation of Request

1.How to Request: An employee who believes they need a reasonable

accommodation due to a disability, or pregnancy, (including childbirth,

lactation or related medical condition) should inform their manager, Human

Resources (HR), or another member of management. An applicant seeking a

reasonable accommodation should inform the WDLT Recruiter, the hiring

manager for the position, or HR. The request can be made verbally or in

writing. While a formal written request is preferred for documentation, any

clear indication of a need for adjustment due to a medical condition or

disability will be considered a request. Employees and applicants are

encouraged to submit requests promptly once a need for accommodation is

identified.

2.Information to Provide: While not required to disclose a specific diagnosis,

the employee or applicant should describe the nature of their limitation and

how it impacts their ability to perform job duties or participate in the

application process. They should also suggest potential accommodations that

might be effective.

Interactive Process

Upon receiving a request, HR, in collaboration with the employee's manager or the

applicant's recruiter/hiring manager, as applicable, and the employee or applicant

will engage in a timely, good-faith interactive process to determine:

1.The precise job-related limitation(s) caused by the disability or pregnancy.

2.Potential reasonable accommodations that would allow the employee or

applicant to perform the essential functions notwithstanding the limitation(s).

3.Whether the accommodation would cause an undue hardship to WDLT.

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