Reasonable Accommodation

 
POLICY:
 
As an organization, we expressly disfavor the use of 
stereotypical assumptions regarding disabled persons and, 
consistent with the provision of the Americans with 
Disabilities Act, will make reasonable accommodations for 
qualified employees with a disability, if the disability is 
known.  
 
PROCEDURE:
 
An employee must notify the Administrator or Medical Director 
in writing of any disability that will require a reasonable 
accommodation for the employee.  Written medical verification 
will be required when the disability is not readily apparent 
in the course of conducting the activities of day-to-day 
business. 
 
'Reasonable accommodation' is three fold:
 
1.  Accommodations that are necessary to ensure equal 
    opportunity in the application process;
 
2.  Modifications or adjustments to the work environment or
    the manner or circumstances under which the position in 
    question is customarily performed that enable a qualified
    individual with a disability to perform the essential 
    functions of the job; and
 
3.  Accommodations that enable disabled employees to enjoy 
    equal benefits and privileges of employment as are
    enjoyed by other similarly-situated employees without
    disabilities.

'Disability' applies to an individual who:
 
1.  Has a physical or mental 'impairment' that substantially 
    limits one or more of the individual's major life 
    activities;
 
2.  Has a recorded history of such impairment; or
 
3.  Is perceived or regarded as having such an impairment.
 
'Qualified' means that the employee:
 
1.  Is able to perform the 'essential functions' (as outlined
    in the job description); and
 
2.  Meets the requisite skill, experience, education, and
    other job-related requirements of the position the 
    individual holds or desires to hold.
 
'Impairment' (physical or mental) is defined to mean:
 
1.  Any physiological disorder or condition, cosmetic 
    disfigurement, anatomical loss affecting one or more of 
    the following body/organ systems: neurological, 
    musculoskeletal, special sense organs, respiratory,
    speech organs, cardiovascular, reproductive, digestive, 
    genitourinary, hemic and lymphatic (including HIV/AIDS 
    infection), skin, and endocrine);
 
2.  Any mental or psychological disorder, such as mental
    retardation, organic brain syndrome, emotional or 
    mental illness and specific learning disabilities; and

3.  Medical conditions commonly associated with age, such as 
    hearing loss, loss of visual acuity, osteoporosis or
    arthritis that substantially limit one or more major life 
    activities.  
 
Therefore, a disability is not necessarily based on the name 
or diagnosis of the impairment which the person has, but 
instead on the effect of that impairment on the individual 
and its relationship to the essential functions of the job.
 
'Essential functions' are the fundamental job tasks that must 
be performed for a specific job including physical and mental 
requirements, related stress, frequency of tasks and the 
consequences if the task are not well performed.  It is 
important to understand that equal opportunities are provided 
based on merit are provided but disabled individuals are not 
relieved from the obligation to perform the essential job 
functions.  Such individuals are subject to the same 
performance standards and requirements of other individuals.  
 
Where a person's functional limitations impede job 
performance, measures will be pursued to reasonably 
accommodate (i.e., to help overcome the particular 
impediment) unless to do so would impose 'undue hardship' on 
this organization, on the patients, or on fellow employees.  
Marginal tasks are not essential functions and are considered 
'non-essential' functions.
 
'Excluded disabilities' include, but are not limited to, 
illegal drug use, transvestitism, transsexuals, pedophilia, 
voyeurism, exhibitionism, gender identity disorders that are 
not the result of physical impairments, other sexual behavior 
disorders, compulsive gambling, kleptomania, pyromania, 
inappropriate temper outbursts, height/weight/muscle tone 
problems, pregnancy (covered in other policies in this 
Manual), temporary non-chronic impairments, certain physical 
characteristics such as eye and hair color, left-handedness, 
predisposition to illness or disease, personality traits, 
poor judgment, irresponsible behavior, prison record, 
environment/cultural/economic disadvantages, poverty, 
advanced age, and/or non-documented stress or depression.
 
'Major life activities' means functions such as caring for 
oneself, performing manual tasks, walking, seeing, hearing, 
speaking, breathing, learning, and working.
 
'Undue hardship' means any action that requires a significant 
difficulty or expense when considered against the nature and 
net cost of the accommodation(s) and the overall type of 
business including the financial resources and the 
composition, structure, functions, and impact on the work 
rce.

Approved By Governing Board    
MC.1
Control #165.0
GUPTA GASTRO