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PUBLIC HOUSING and COMMUNITY DEVELOPMENT REASONABLE ACCOMMODATION POLICIES AND PROCEDURESAPPENDIX IV OF THE ADMISSIONS AND CONTINUED OCCUPANCY POLICY (ATOP)Effective Date: 7/30/2018REASONABLE ACCOMMODATIONS

How to fill out reasonable accommodation policies

How to fill out reasonable accommodation policies

1. Identify the need for the accommodation: Determine if an employee or job applicant has a disability and requires an accommodation to perform their job duties.
2. Engage in an interactive process: Talk to the individual and understand their specific limitations and needs. Collaborate to find the best accommodation solution.
3. Document the accommodation request: Maintain a record of the employee's request for accommodation and any conversations or agreements made during the interactive process.
4. Evaluate possible accommodations: Explore different options that could effectively address the employee's limitations and allow them to perform their job.
5. Choose a reasonable accommodation: Select the accommodation that is feasible and effective, taking into consideration the employee's preferences and the costs involved.
6. Implement the accommodation: Provide the chosen accommodation and ensure that it is effectively implemented. Make any necessary adjustments if issues arise.
7. Review the accommodation: Regularly review the effectiveness of the accommodation and make changes if needed. Stay in communication with the employee to address any concerns or changes in their needs.
8. Maintain confidentiality: Respect the privacy of the individual and keep all medical and accommodation-related information confidential.

Who needs reasonable accommodation policies?

1. Employees with disabilities: Individuals with physical or mental impairments that substantially limit their major life activities may require reasonable accommodations.
2. Job applicants with disabilities: During the hiring process, job applicants with disabilities may require accommodations to ensure equal opportunity.
3. Employers and businesses: It is the responsibility of employers and businesses to provide reasonable accommodations to qualified individuals with disabilities, as required by law.
4. Human resources personnel: HR professionals play a crucial role in facilitating the reasonable accommodation process and ensuring compliance with legal requirements.
5. Supervisors and managers: Supervisors and managers need to be aware of reasonable accommodations and support the implementation process within their teams.
6. Co-workers and colleagues: Creating an inclusive work environment involves understanding and supporting individuals who require reasonable accommodations.

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What is reasonable accommodation policies?

Reasonable accommodation policies are guidelines established by an organization to provide adjustments or modifications to enable employees with disabilities to perform their job duties effectively.

Who is required to file reasonable accommodation policies?

Employers are required to develop and file reasonable accommodation policies to comply with laws such as the Americans with Disabilities Act (ADA).

How to fill out reasonable accommodation policies?

Reasonable accommodation policies can be filled out by documenting the procedures and processes for requesting and implementing accommodations for employees with disabilities.

What is the purpose of reasonable accommodation policies?

The purpose of reasonable accommodation policies is to ensure equal opportunities for employees with disabilities and to promote inclusivity in the workplace.

What information must be reported on reasonable accommodation policies?

Reasonable accommodation policies should include details on how employees can request accommodations, the review process, and the responsibilities of both the employer and the employee.