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Submit the completed form to [email protected].
Information submitted in accommodation forms is kept confidential to the extent possible under Metro policies and information will only be shared on a need-to-know basis to meet review and decision requirements or as required by law.
Questions?
If you need help completing form or have questions, contact Metro human resources at [email protected] or 503-797-1570.
About reasonable accommodations
A reasonable accommodation is any modification or adjustment to a job, employment practice or the work environment that, without it, creates undue hardship or causes a direct threat to workplace safety. Metro may provide reasonable accommodations for applicants and employees for:
- known physical or mental disabilities;
- limitations related to pregnancy, childbirth and nursing;
- observation of religious holidays, traditions and practices.
Under the Americans with Disabilities Act (ADA), when an individual qualifies for reasonable accommodation, the employer is free to choose among effective accommodations and may choose one that is less expensive or easier to provide. Accommodations must not impose an undue hardship on Metro as the employer or pose a threat to the health or safety of others in the workplace.
Reasonable accommodation process for employees with disabilities
An interactive process is used to determine whether an effective and reasonable accommodation is available for an employee, this approach is a requirement under the Americans with Disabilities Act (ADA). This interactive process is intended to have the employee with a disability and the employer work together to determine an accommodation. Each employee situation is unique and human resources evaluates each request for accommodation based on an employee’s specific health condition, circumstances and job at Metro. The most common process steps are listed below; it may not be necessary to follow each step or in the order listed.
Notice
The employee informs their supervisor or HR of the need for a workplace modification or accommodation, or an employee submits an ADA reasonable accommodation request form. Employees do not need to use specific terms such as “ADA” or “reasonable accommodation” to start the process.
Documentation and/or verification of information
Verification of information with a healthcare provider such as response to questions specific to a condition or other documentation is may be required as part of the accommodation request process. Provisional accommodations may be provided while awaiting documentation or response from a healthcare provider.
Employee interview
Human resources staff meet with the employee for an interview to learn more about the employee’s situation, needs and to provide an opportunity for the employee to advise on accommodation options.
Review of job duties
At this step, human resources notifies the employee’s supervisor and requests a position description. No personal, medical information is shared with the employee's supervisor, only information needed to explore and provide a reasonable accommodation is disclosed. HR staff will also meet with the supervisor to gain to gain their insight and perspective on other aspects of the employee’s situation and the essential functions of the job.
Discussion with the employee and supervisor may be iterative, or repeat, so that information on duties and potential accommodations are fully explored.
Recommendation provided
Human resources determines whether the employee is a qualified individual with a disability and provides a determination and reasonable accommodation plan in writing to the employee and supervisor.