REASONABLE ACCOMMODATION FOR
EMPLOYEES WITH DISABILITIES AND
PREGNANT WORKERS
Decision and Notification
1.Evaluation: All requests will be evaluated on a case-by-case basis, considering
the employee’s or applicant’s specific needs, the essential functions of the job,
and the potential impact on business operations.
2.Notification: HR will provide a decision regarding the accommodation request
in a timely manner, typically within ten (10) business days after all necessary
information, including any requested medical documentation, has been
received. If the request is denied, the reason for the denial will be explained,
and alternative accommodations may be suggested if available and appropriate.
Denials will typically be based on:
The employee or applicant not being a qualified employee with a disability
or a qualified pregnant worker.
The requested accommodation not being reasonable or effective.
The accommodation poses undue hardship on WDLT.
Implementation and Follow-Up
If an accommodation is approved, WDLT will take steps to implement it promptly,
or as soon as practicable given the nature of the accommodation, typically within
five (5) business days of the decision. The effectiveness of the accommodation may
be reviewed periodically, and adjustments may be made as needed through further
interactive discussions. WDLT will not compel an employee to take a leave of
absence if a reasonable and effective accommodation is available that allows them
to continue performing their job.
Confidentiality
All
information
related
to
accommodation
requests,
including
medical
documentation, will be kept confidential and shared only with those who have a
legitimate need to know for the purpose of evaluating and implementing the
accommodation.