the effect on expenses and resources; (3) the overall appropriation of IDCEO with
respect to the number of employees and the number, type, and location of its
facilities; (4) the type of operation or operations of the IDCEO, including the
composition, structure and functions of the workforce of such agency, and the
geographic separateness and administrative or fiscal relationship of the facility or
facilities in question to the IDCEO; and (5) the impact of the accommodation
upon the operation of the facility, including the impact on the ability of other
employees to be able to perform their duties and the impact of the facility’s ability
to conduct business.
C. A requested accommodation may be denied if it is unduly disruptive to other
employees or to the functioning of the business of the agency. To demonstrate
the accommodation may be denied if it is unduly disruptive, the disruption must
result from the provision of the accommodation, not from the fears or prejudices
of other employees toward the individual’s disability. The terms of a collective
bargaining agreement may be relevant.
VI. PROCEDURES FOR PROCESSING REQUESTS FOR REASONABLE
ACCOMMODATIONS
A. The determination of reasonable accommodations for qualified employees who
require such to overcome a physical or mental impairment in performance of job
duties must be conducted at the request and with the consultation of the employee.
1. A person with a disability may be qualified for a position vacancy if the
person satisfies the requisite skills, experience, education and other job-related
requirements of the employment position, as set forth in
standardized Department of Central Management Services requirements,
and with or without reasonable accommodations can perform the essential
functions of the job.
2. Essential job functions vary with individual job descriptions and would
include those physical, mental and inter-personal activities necessary to
achieve the anticipated job performance effectively.
3. A determination as to a reasonable accommodation for one person will
not be treated as a precedent for another person.
B. The employee must request any and all reasonable accommodations on a Request
for Reasonable Accommodation form. The employee is responsible for
adequately responding to all questions as applicable on the form. Once
completed, the form shall be transmitted by the employee to the immediate
supervisor, or by the prospective employee to the interviewing supervisor. The
employee should retain a copy of the request form.
1. If requested by management, the employee shall submit medical
documentation to support the need for the accommodation. When
additional information becomes available, the employee should submit it
in writing to the immediate supervisor for transmittal to the RAC.
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