Get the free HUMAN RESOURCES Reasonable Accommodation Request Form - hr columbia

Print Form H U M A N R ES O U R C ES Reasonable Accommodation Request Form Instructions Please submit forms to: Return to Work Program, 615 West 131st Street, Studebaker, 4th Floor MC 8703, New York,

How to fill out human resources reasonable accommodation

How to Fill Out Human Resources Reasonable Accommodation:

1. Start by gathering all relevant information regarding the request. This includes the employee's name, contact details, and position within the company.
2. Provide a clear and concise description of the accommodation being sought. This should detail the specific modification or adjustment needed to perform essential job functions without any undue hardship on the employer.
3. Encourage the employee to provide supporting documentation, if applicable. This may include medical records, doctor's recommendations, or any other evidence that supports the need for accommodation.
4. Collaborate with the employee to identify potential accommodations. This could involve engaging in an interactive process to explore various options that meet the employee's needs while considering the company's resources and limitations.
5. Assess the reasonableness and feasibility of each accommodation option. Evaluate whether each proposed accommodation would enable the employee to perform their job effectively and whether it would impose significant difficulty or expense on the employer.
6. Document the accommodation process thoroughly. Keep a record of all discussions, meetings, and documents exchanged throughout the process. This documentation will be valuable in demonstrating good faith efforts and compliance with legal requirements.
7. Communicate the decision regarding the accommodation to the employee in a timely manner. If the request is granted, clearly outline any accommodations being provided and any expectations or responsibilities that come with it.
8. Follow up with the employee regularly to assess the effectiveness of the accommodation and address any concerns or issues that may arise.

Who needs Human Resources Reasonable Accommodation?

1. Employees with disabilities who require assistance or modifications in their work environment to perform essential job functions.
2. Pregnant employees who need temporary adjustments to their job duties, schedules, or work environment to ensure their well-being and that of their unborn child.
3. Employees with religious beliefs that conflict with certain job requirements or practices, necessitating reasonable accommodations that allow them to practice their religion while still fulfilling their job responsibilities.
4. Individuals recovering from injuries or medical conditions who require temporary accommodations to aid in their rehabilitation process and facilitate a smooth transition back to work.
5. Employees with mental health conditions or cognitive impairments who may need adjustments in their work environment, tasks, or schedules to support their mental well-being and productivity.

In summary, anyone who faces barriers in the workplace due to a disability, pregnancy, religion, or other protected characteristics may require human resources reasonable accommodation. It is crucial for employers to understand their legal obligations and provide the necessary support to ensure a diverse and inclusive work environment.

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