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Workplace Accomodation.mp3A Better Life Homecare is committed to complying with all laws that protect qualified individuals with disabilities. When requested, the company will provide a reasonable accommodation for any known physical or mental disability of a qualified individual, provided the requested accommodation does not create an undue hardship for the company or pose a direct threat to the health or safety of others in the workplace or to the requesting employee.
A Better Life Homecare is committed to complying with all laws that protect qualified individuals with disabilities. When requested, the company will provide a reasonable accommodation for any known physical or mental disability of a qualified individual, provided the requested accommodation does not create an undue hardship for the company or pose a direct threat to the health or safety of others in the workplace or to the requesting employee.
Eligibility
Eligibility
A disability is defined as (1) a person who has a bonefide, documented physical or mental impairment that substantially limits one or more major life activities, (2) a person with a bonefide, documented record of a physical or mental impairment that substantially limits one or more major life activities, (3) a person who is regarded as having a physical or mental impairment that substantially limits one or more major life activities.
A disability is defined as (1) a person who has a bonefide, documented physical or mental impairment that substantially limits one or more major life activities, (2) a person with a bonefide, documented record of a physical or mental impairment that substantially limits one or more major life activities, (3) a person who is regarded as having a physical or mental impairment that substantially limits one or more major life activities.
This policy applies to all applicants and employees and extends to all aspects of the company’s employment practices, including recruiting, hiring, discipline, termination, promotions, transfers, compensation, benefits, training, leaves of absence, and other terms and conditions of employment.
This policy applies to all applicants and employees and extends to all aspects of the company’s employment practices, including recruiting, hiring, discipline, termination, promotions, transfers, compensation, benefits, training, leaves of absence, and other terms and conditions of employment.
Procedures
Procedures
To request an accommodation to perform the essential functions of an employee’s job, the employee must submit a written request to the human resources representative. This written request may be accompanied by a doctor’s order for supportive document. An employee requesting an accommodation should include in the request his or her suggestion for an accommodation.
To request an accommodation to perform the essential functions of an employee’s job, the employee must submit a written request to the human resources representative. This written request may be accompanied by a doctor’s order for supportive document. An employee requesting an accommodation should include in the request his or her suggestion for an accommodation.
Reasonable accommodations may include modification of a workstation, change in job duties or schedule, reassignment to another position, or time off (with or without pay), provided that such exceptions do not pose a direct threat to the health or safety of others in the workplace or to the requesting employee.
Reasonable accommodations may include modification of a workstation, change in job duties or schedule, reassignment to another position, or time off (with or without pay), provided that such exceptions do not pose a direct threat to the health or safety of others in the workplace or to the requesting employee.
Once the company is aware of the need for an accommodation, it will engage with the employee in an interactive process to identify possible accommodations.
Once the company is aware of the need for an accommodation, it will engage with the employee in an interactive process to identify possible accommodations.
Employees are encouraged to use this procedure without fear of retaliation. Employees who believe that they have been treated in a manner not in accordance with this policy should notify human resources
Employees are encouraged to use this procedure without fear of retaliation. Employees who believe that they have been treated in a manner not in accordance with this policy should notify human resources
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