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.