ORD-2011-020 Amendment to Personnel Ordinance, Article II for Disability & Reasonable Accommodation

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Orange County Personnel Rules and Regulations Manual Issue Date: 6/22/2011 10 accommodation may not be familiar enough with Orange County's equipment or work site to suggest an appropriate accommodation. Also, Orange County may not know enough about the disability or its limitations on the job at issue to suggest an accommodation. A. Forms: Forms are available to assist with the reasonable accommodation process. The Human Resources Department should be notified and involved in all but the simplest requests (such as a one -time purchase for the employee's workstation). 1. The Employee Accommodation Request is to be completed in every situation involving a request for reasonable accommodation by an employee or applicant. Upon completion, this form should be forwarded to the Human Resources Department, where it will be filed separately from personnel and other records. 2. The Employer Accommodation Decision Guide and the ADA Checklist may be used by the Human Resources Department to assist further with the interactive process and analysis of the request. B. Analysis. The Equal Employment Opportunity Commission suggests that an employer faced with a request for a reasonable accommodation from a qualified individual with a disability take the following analytical approach: 1. Prior to opening recruitment for a position, analyze the job to determine its purpose and essential functions. These must be documented on the classification specifications. 2. Consult with the individual with the disability to ascertain the precise job - related limitations imposed -by the disability and how those limitations can be overcome. 3. With the individual with the disability's assistance, identify potential accommodations and assess the effectiveness of each in enabling the individual to .perform the essential functions of the job. 4. Consider the individual with the disability's accommodation preferences and select and implement the accommodations most appropriate for both the employee and the employer. 5. The failure to provide reasonable accommodation may be justified where the covered entity can demonstrate that the accommodation would impose undue hardship on the operation of its business. This must be determined on a case -by -case basis, since what may pose an undue hardship for one employer may not pose a hardship for another employer or in another setting. "Undue hardship" is defined as any action requiring significant difficulty or expense, taking into account such factors as: a. The nature and cost of the accommodation needed; Page 8