Reasonable Accom Proc Form Amended

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(Re -issued: July 2018) TIPS FOR REQUESTING MEDICAL INFORMATION ✓ Seeking medical information is an option, not a requirement. In some cases, you may be able to provide an adjustment (see bulleted point below) for an employee without making any medical inquiries. You may decide that a request is an undue hardship, if it requires removal of an essential job duty, violation of a collective bargaining agreement or lowering a production standard, without needing to access an individual's medical information. ✓ If your department/agency routinely makes adjustments for employees, e.g., granting flex time to those who request it, do not consider a request for such an adjustment as a reasonable accommodation under ADA or seek medical information when you get such a request. ✓ Only ask for proof of disability if the disability is not obvious. ✓ If the individual's disability status has already been established by a previous request for accommodation, there is no need to seek more proof of disability. ✓ Only ask questions about the employee's ability to do the job, not the individual's whole medical history. ✓ Only ask questions about the medical condition the individual disclosed or gave you permission to inquire about, even if you suspect the individual may have another condition. ✓ The U.S. Equal Employment Opportunity Commission's Final Rule on the Genetic Information Non -Discrimination Act recommends employers include the following language in all requests for medica information: The Genetic Information Non -Discrimination Act of 2008 (GINA) prohibits employers and other entities covered by GINA Title II from requesting or requiring genetic information of an individual or family member of the individual, except as specifically allowed by GINA. To comply with GINA, we are asking that you do not provide any genetic information when responding to this request for medical information. 'Genetic Information' includes an individual's family medical history, the results of an