Supporting Employees Through the Accommodation Process
Executive Office Employee Relations supports supervisors in providing effective accommodations for their employees. This guide outlines best practices for supervisors when employees request accommodations.
Supervisor Process
Supervisor Process
- Acknowledge the employee’s accommodation request quickly and professionally.
- Reassure the employee that requests are handled confidentially and fairly.
- Notify Terry Wilson, Associate Director of Employee Relations, promptly when an employee requests accommodation.
- Include details of the request so they can provide guidance and support.
- If preferred, feel free to request a meeting with Terry Wilson to discuss the process and address any questions you may have.
- Ask the employee to specify the accommodation they are requesting.
- Coordinate with EO Employee Relations if documentation is required (e.g., healthcare provider statements for medical accommodations).
- Confirm any deadlines or leave dates if applicable.
- EO Employee Relations will guide you on applicable University policies and procedures.
- Work together to evaluate requests, explore alternative solutions, and ensure compliance.
- Maintain open communication with EO Employee Relations throughout the process.
- Ensure the agreed-upon accommodation is implemented effectively.
- Provide the employee with necessary resources, equipment, or schedule adjustments.
- Monitor the effectiveness of the accommodation and make adjustments if needed, in consultation with EO Employee Relations.
- Keep all accommodation requests, medical information, and related communications confidential.
- Share information only with those who need it to implement the accommodation or comply with policy.
- Promptly inform the employee of decisions and next steps.
- Keep the employee updated if timelines change or additional information is required.
- Ensure expectations for performance and responsibilities remain clear.
- Contact Terry Wilson, Associate Director of Employee Relations, for any questions or clarifications.
- Do not make unilateral decisions without consulting EO Employee Relations as there may be legal or policy implications.