Laserfiche WebLink
accommodation seriously by considering it and engaging in the interactive <br />process. <br />7 The ADA Amendments Act states that the term "substantially" should not be <br />interpreted strictly. In addition, the question of whether a major life activity is <br />substantially limited "should not demand extensive analysis." <br />8 The ARM's responsibilities relate to employment. We, therefore, suggest <br />appointing the departmental human resources representative. <br />9 Forms and other documents mentioned in these procedures are provided as <br />Enclosures for Employee Use and Enclosures for Departmental Use, as applicable, <br />at the end of this document. <br />10 Requests for medical information are permissible only when a disability or the <br />need for a reasonable accommodation is not obvious. Requests for medical <br />information must be limited in scope to documentation that substantiates the <br />disability or functional limitations, their impact on the individual's ability to work, <br />and the need for accommodation. Whenever applicable, all requests for <br />medical information shall include a copy of the Position Description which <br />highlights the essential duties which the employee is expected to perform. <br />I If during a disciplinary procedure an employee discloses for the first time that a <br />disability is the reason for the misconduct or poor performance under scrutiny <br />and requests an accommodation, the supervisor may proceed to impose the <br />appropriate discipline for the misconduct or poor performance. However, the <br />supervisor has also now received notice that the employee may have a disability <br />and may be entitled to reasonable accommodation. The supervisor must <br />engage in the interactive process to determine if the employee has a disability <br />and is entitled to a reasonable accommodation with respect to any future <br />performance or conduct issues. For detailed guidance on this subject, please go <br />to the website of the U.S. Equal Employment Opportunity Commission at <br />www.eeoc.aov and see the publication, "The Americans with Disabilities Act: <br />Applying Performance and Conduct Standards to Employees with Disabilities." <br />20 <br />