Reasonable Accom Proc Form Amended

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interactive process, as necessary, with employees who, because of a disability, are unable to perform the essential functions of their regular positions. Refer employees with disabilities who cannot be reassigned to vacant positions within their own departments/agencies because they are unable to perform the essential functions of any position with or without a reasonable accommodation to the Department of Human Resources for priority placement. K. Document the provision or the denial of reasonable accommodation, as appropriate, using Form DHR EO 016, Documentation of Reasonable Accommodation for Employee; Form DHR EO 016A, Reasonable Accommodation Work Sheet; and Form DHR EO 016B, Reasonable Accommodation Checklist. Ensure confidentiality by storing documentation of accommodations and medical information in the accommodation file. If the individual for whom the request is being made is an employee, the accommodation file shall be secured and filed alongside the employee's medical file. If the individual for whom the request is being made is not an employee, the accommodation file shall be secured and stored with the recruitment file or with the event file, whichever the case may be. M. Ensure that the ARMs and/or decision makers designate other decision makers who, in their absence, will process requests for reasonable accommodations. N. Budget for accommodations which are expected or anticipated (e.g., a department/agency who has an employee that is deaf should annually budget for assistive technology and auxiliary aids and services, such as qualified interpreters). O. Deny accommodations only when any one or a combination of the following factors is present: There is insufficient medical documentation to determine that the individual has a disability as defined in these procedures or that the individual needs a reasonable accommodation; The requested accommodation would result in an undue hardship as defined in these procedures;