WDLT Employee Handbook

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.

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