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G. Conduct department -wide job searches and engage in the <br />interactive process, as necessary, with employees who are <br />unable to perform the essential functions of their regular <br />positions. <br />H. Refer those employees who, after a department -wide job <br />search, are unable to perform the essential functions of any <br />suitable vacant position with or without a reasonable <br />accommodation to the Department of Human Resources for <br />priority placement. <br />III. Supervisors, Managers, and Other Employees Assigned to be <br />Decision Makers <br />A. Refrain from denying any employee's request for a change or <br />adjustment at work for a reason related to a medical <br />condition until they have determined that there is no <br />accommodation obligation. <br />B. Process requests for accommodation immediately. <br />C. Engage in the interactive process and communicate regularly <br />with the employee requesting accommodation until a <br />reasonable accommodation is found or all options are <br />exhausted. <br />D. Document all requests for accommodations, steps in the <br />interactive process, etc. Maintain documentation pertaining <br />to accommodation in a separate, confidential file, the <br />accommodation file. <br />E. Confirm requests for accommodation whenever possible with <br />the employee or job applicant after receiving an <br />accommodation request from a third party, and document <br />such confirmation. <br />F. Contact the ARM for assistance in requesting additional <br />medical information or when other information is needed to <br />process requests for accommodation. <br />G. Document the provision of a temporary accommodation as <br />such, using Form DHR EO 015, Documentation of Temporary <br />Accommodation. Ask the employee to sign Form DHR EO 015 <br />and place the signed form in the accommodation file. Give a <br />copy to the employee. <br />HE <br />