Americans with Disabilities Act (ADA), Missouri Human Rights Act (MHRA), and Medical Conditions
In accordance with the Americans with Disabilities Act (ADA) and the Missouri Human Rights Act (MHRA), UEI will provide work-related adjustments or reasonable accommodations to qualified individuals with disabilities or medical conditions that prevent or interfere with performance of their job duties. The process of determining appropriate work adjustments/accommodations is based on interactive communication between management and people with disabilities. Determinations of whether requests for work adjustments / accommodations are reasonable are based on individual circumstances. The ADA and the MHRA require that an individual be able to perform the essential functions of his/her position, with or without reasonable accommodation.
Disability: An individual is considered to meet the legal definition of disability if he or she has a physical or mental impairment that substantially limits one or more major life activities, has a record of such impairment, or is regarded as having such impairment.
Reasonable Accommodation: A reasonable accommodation is a modification or adjustment to a job, the work environment, or the way things usually are done that enables a person with a disability to perform the essential duties of their job.
Undue Hardship: An employer is not required to provide an accommodation if it would impose an undue hardship on the operation of the business. The concept of undue hardship includes any action that is unduly costly, extensive, substantial, disruptive, or would fundamentally alter the nature or operation of the business.
Procedure for Requesting Accommodation: Any applicant for employment or current employee may request a reasonable accommodation regarding a disability. NOTE: Requests for short-duration
changes in work schedules or absences may be covered under the Family and Medical Leave Act (FMLA) and employees may request such leave directly from supervisors. To initiate the request for an accommodation, the individual must complete the Request for Accommodation form or ask Human Resources.
Requests for an accommodation will be processed as quickly as reasonably practicable under the circumstances. After receiving the request, Human Resources will begin investigating adjustment/accommodation options. The investigation may involve input by, but not limited to, the individual, the individual’s health care provider or third parties (such as rehabilitation counselors), the individual’s supervisor, and/or Human Resources. All requests for adjustment/accommodation are reviewed on a case-by-case basis. Medical information is confidential and will not be shared with anyone without a business-related need to know.
The Executive Director will determine whether the request is reasonable, warranted, and would not result in an undue hardship. UEI will determine if an adjustment/accommodation is available and will make the final selection of the adjustment/accommodation if one is available. Employees will be provided written notification regarding the determination.