ࡱ>  }dbjbjII A+c+c[``8tgucd!",G"u!u!u!u!u!u!u$w8zEu_"u!u!"_"_"EuZuI&I&I&_"RuI&_"uI&I&Sh4n`g`"Rj> upu0ujP{#FP{|nP{n`_"_"I&_"_"_"_"_"EuEuI&_"_"_"u_"_"_"_"P{_"_"_"_"_"_"_"_"_"` m:  Policy and Procedures ManualReasonable Accommodation for Applicants and Employees with Disabilities (PPM 2154.00) Approved By: Date Issued:Number of Pages: 9Appendix Pages: 2Related Laws:Division/Office: Commissioners OfficeContact Office/Bureau/Unit: Office of Equal Opportunity and Diversity DevelopmentN.Y. Human Rights Law (Executive Law, Article 15) Americans with Disabilities Act, Titles I and V Pregnancy Discrimination Act of 1978, Title VII of the Civil Rights Act of 1964 Rehabilitation Act of 1973, Section 504Supporting Regulations:American Correctional Association Standards (ACA):28 C.F.R. Part 35 9 NYCRR 466.114-JCF-6D-07Regulatory Bulletins and Directives:Local Operating Practice:Procedures for Implementing Reasonable Accommodations for Applicants and Employees with Disabilities in New York State AgenciesRequired  FORMCHECKBOX  N/A  FORMCHECKBOX Related Policies: PPM 2082.00, Discrimination PreventionRelated Forms: OCFS-2154a, Application to Request Reasonable Accommodation of a Disability (Rev. 08/16) OCFS-2154b, Notification of Receipt of Application to Request Reasonable Accommodations of a Disability (08/16) OCFS-2154c, Notification of Need for Additional Information (Rev. 08/16) OCFS-2154d, Notification of Agency Determination (Rev. 08/16) OCFS-2154e, Notification to Supervisor of Agency Determination (08/16) OCFS-2154f, Notification of Accommodation Expiration (08/16) OCFS-2154g, Medical Documentation for a Reasonable Accommodation (08/16)Supersedes: PPM 2153.00, Reasonable Accommodation (2/14/11)Summary: The New York State Office of Children and Family Services is committed to promoting equal employment opportunity and equal access to services, programs and activities for persons with disabilities. This policy includes the procedures for applicants or employees with disabilities to request a reasonable accommodation. POLICY The New York State Office of Children and Family Services (OCFS) is committed to ensuring equal opportunity for persons with disabilities. It is the policy of OCFS to provide reasonable accommodations to qualified applicants and employees with disabilities to enable them to perform the essential functions of the position for which s/he is applying or for which s/he is employed. The provision of reasonable accommodations assists OCFS, as an employer, to provide equal opportunities for participation in education and training programs, enhance the retention and upward mobility of qualified employees with disabilities, and maintain the accessibility of procedures for swift and judicious resolution of complaints. This release provides policy guidance regarding reasonable accommodations for applicants and employees with disabilities at OCFS. This policy applies to all employment practices and actions, including but not limited to: recruitment the job application process examination and testing hiring training disciplinary actions rates of pay or other compensation advancement classification transfer and reassignment promotions other terms, conditions, or privileges of employment In accordance with applicable state and federal laws and regulations, it is OCFSs policy to provide reasonable accommodations: to qualified persons with a disability to enable that person to perform the essential functions of the position for which he or she is applying or for which he or she is currently employed; and to qualified applicants for employment with a disability to enable the applicant to engage in the application and hiring process. . Designee for Reasonable Accommodation OCFSs Designee for Reasonable Accommodation (DRA) is the agencys point person for Reasonable Accommodation. The DRA receives all requests for Reasonable Accommodation and serves as a member of the Reasonable Accommodation Committee. The DRA is responsible for communicating with applicants and program areas regarding Reasonable Accommodation. The DRA is located in the Office of Equal Opportunity and Diversity Development and may be contacted at: 518-474-3715 or located on the OCFS intranet at:  HYPERLINK "http://ocfs.state.nyenet/eodd/reason_accom.asp" http://ocfs.state.nyenet/eodd/reason_accom.asp. DEFINITIONS Reasonable Accommodation for Disability: A reasonable accommodation for a disability is a modification or adjustment to the work environment or the manner of circumstances under which a job is performed that permits an employee with a disability to perform the essential functions of their job in a reasonable manner. A reasonable accommodation may also be a modification or adjustment to the job application process that enables a qualified applicant for employment with a disability to be considered for a position sought. An accommodation is reasonable if it removes or mitigates the barriers to performance caused by the individuals impairment and does not cause undue hardship to the employer. Reasonable accommodations are not provided for anyone other than the employee or applicant for employment. Reasonable accommodations do not apply to the care of family members. Person with a Disability: Under New York State Law, a person with a disability is defined as any person who has a physical, mental, or medical impairment. A physical, mental, or medical impairment is any impairment resulting from anatomical, physiological, genetic, or neurological conditions which prevents the exercise of a normal bodily function or is demonstrable by medically-accepted clinical or laboratory diagnostic techniques. Please note that an ordinary pregnancy, without any limitations, restrictions, or related conditions, does not constitute a disability as defined by law. As such, OCFS is not obligated to provide a reasonable accommodation in such instances. OCFS is required, however, to consider reasonable accommodations for pregnant employees with limitations, restrictions, or related conditions associated with the pregnancy. C. Essential Job Functions: According to New York State Law, essential job functions are those necessary to the position; a function is essential if not performing that function would fundamentally change the job, or occupation for which the position exists. Factors indicating essential functions would include, but would not be limited to: the employer's judgment as to which functions are essential, particularly where so indicated in a pre-existing written job description or where there are clearly specified tasks and standards; how often the function is actually performed by other employees in the position; how many other employees are available to whom the function could be reallocated by job restructuring; the direct and specific consequences to the employer's business if the function is not performed by the particular employee with a disability; the terms of a collective bargaining agreement; and other relevant evidence. In positions that require 24-hour coverage or coverage during particular hours, employee availability to work overtime may be an essential function of that job. Also, certain uniform appearance standards may be essential to some jobs. D. Qualified Person with a Disability: An individual with a disability who, with or without reasonable modification to rules, policies, or practices, the removal of architectural, communication, or transportation barriers, or the provision of auxiliary aids and services, can reasonably perform the activities involved in the job, and who satisfies the requisite skill, experience, education, and other job-related requirements of the position which the individual holds or seeks. E. Undue Hardship: An undue hardship is defined as a significant difficulty or expense to the employer. In determining whether an accommodation would result in undue hardship, any relevant factor may be considered. Relevant factors may include, but are not necessarily limited to: the overall size of the agency with respect to the number of employees, number and type of facilities, and size of budget; the type of operation in which the program is engaged, including the composition and structure of the work force; the number of individuals who will need the particular accommodation; the nature and cost of the accommodation needed; and the cost of loss of productivity and operational impact. Direct Threat: A reasonable accommodation is not required where the disability or the accommodation itself poses a direct threat. A direct threat means a significant risk to the health or safety of others that cannot be eliminated by a modification of policies, practices, or procedures, or by the provision of auxiliary aids or services. In determining whether an individual poses a direct threat to the health or safety of others, the agency must make an individualized assessment, based on reasonable judgment that relies on current medical knowledge or on the best available objective evidence, to ascertain: the nature, duration, and severity of the risk; the probability that the potential injury will actually occur; and whether reasonable modifications of policies, practices, or procedures, or the provision of auxiliary aids or services will mitigate the risk. PROCEDURE Each reasonable accommodation request is reviewed on a case-by-case basis without regard to the reasonable accommodation (RA) applicants employment status (permanent, contingent, temporary, or provisional) or jurisdictional classification (exempt, non-competitive, competitive, or labor class). Employees or applicants for employment with disabilities may request a reasonable accommodation at any time. The following are some common reasons for such a request: An applicant for employment may request an accommodation for an interview; A new employee identifying himself/herself as having a disability may request an accommodation to perform the job; An employee returning to work after experiencing an illness or injury may request an accommodation; or A current employee with a disability whose medical condition has changed may request an accommodation for the first time or request change to an existing accommodation. Applicants for Employment An applicant for employment may request an accommodation for an employment interview. Accommodations include, but are not limited to, hosting the interview in an accessible location; providing written materials in accessible formats, such as large print, braille, or audiotape; and providing readers or sign language interpreters. Applicable reasonable accommodation policies will be made available to applicants for employment at the time they are contacted to be interviewed. OCFS may not deny any employment opportunity to a qualified employee or applicant for employment with a disability to avoid the need to make a reasonable accommodation, unless the accommodation would impose an undue hardship. The OCFS employment opportunities webpage, which is found at  HYPERLINK "http://ocfs.ny.gov/main/hr/howtoapply.asp" http://ocfs.ny.gov/main/hr/howtoapply.asp, includes contact information for OCFS employment applicants who need to request a reasonable accommodation. New Employees Employees who are hired by OCFS may request a reasonable accommodation prior to the start of their employment. If the request for a reasonable accommodation is approved, the DRA will endeavor to have the approved accommodation in place prior to the commencement of employment. If this is not possible, the DRA will consult with the new employee when he or she first reports to work. Current Employees Current employees may request an accommodation at any time through OCFSs DRA. If the employees supervisor becomes aware of the need for an accommodation, he or she should refer that employee to this Policy and make him or her aware that all reasonable accommodation requests must go to the DRA. The process for such requests is outlined below. Requesting Reasonable Accommodation for Applicants for Employment and Employees with Disabilities An RA applicant requests an accommodation of a disability by submitting form OCFS-2154a, Application to Request a Reasonable Accommodation of a Disability to the DRA. Contact information on OCFSs DRA is located on the OCFS intranet at:  HYPERLINK "http://ocfs.state.nyenet/eodd/reason_accom.asp" http://ocfs.state.nyenet/eodd/reason_accom.asp. If the RA applicant is unable to complete and sign the application, the DRA can assist the applicant in completing the form. Upon receipt of a completed application, the DRA will notify the RA applicant, in writing, to acknowledge receipt of the request. In the context of assessing an accommodation request, medical documentation is required unless the disabling condition and functional limitations are obvious (e.g. paralysis or blindness). The RA applicants treating medical provider should supply medical documentation on the providers letterhead or on form OCFS-2154g, Medical Documentation for a Reasonable Accommodation, and should indicate: the RA applicants disability, the recommended accommodation, the specific functional limitations imposed by the applicantthe employee should be very specific about the reasonable accomodation designated staff person as disability, the nexus of the applicants disability to the accommodation requested, and the expected duration of the limitation. In order to maintain confidentiality, medical documentation should be sent by the RA applicant or medical provider directly to the DRA. When completing form OCFS-2154a, the RA applicant should state the reasonable accommodation he or she is requesting (e.g., a chair that has additional lumbar support), as well as an explanation of how the requested accommodation will assist the RA applicant with performing his or her job function(s). Lastly, the RA applicant should identify the anticipated duration of the functional limitations necessitating accommodation. The provided medical documentation must be consistent with and support the information provided by the employee in his or her application. Upon receipt of OCFS-2154a, the DRA will notify the applicant, via OCFS-2154b -Notification of Receipt of Application to Request a Reasonable Accommodation of a Disability, that their request has been received. The RA applicant may keep a copy of their application, the notification of receipt, and any supporting documentation for his or her records. Review Process for Requests for Accommodation Upon receipt by the DRA, the Reasonable Accommodation request is presented to the OCFS Reasonable Accommodation Committee, which is comprised of the DRA and staff from the Bureau of Personnel, and the Division of Legal Affairs. The Committee reviews requests weekly. All determinations are made with the input and consent of the Committee members. The Committees determinations are communicated to the employee by the DRA. The DRA may request clarifying medical or other documentation to assist the Committee in making this determination. Form OCFS-2154c, Notification of Need for Additional Information, is the form used for this purpose. The DRA will indicate on the form a deadline by which the RA applicant must provide the requested documentation. An RA applicant, who fails to provide requisite medical documentation by the established deadline, may have his or her request denied. Requests for accommodation may also include interaction with the employee, supervisor, and other involved parties as required by law. The interactive process may include discussion of alternative methods for meeting the RA applicants need for accommodation other than by the method initially requested by the applicant. Determination The DRA will provide the RA applicant with a determination via form OCFS-2154d, Notification of Agency Determination. The determination will note whether: the accommodation is granted as requested; the accommodation granted differs from the request; or the accommodation is not granted. If an accommodation is granted, the determination will include the end date for the accommodation, if appropriate. In general, the accommodation will be granted for no more than one year. The RA applicant has a right to accept or reject a modified accommodation and must note his or her decision on form OCFS-2154d, which the applicant must sign and return to the DRA. The RA applicant should retain a copy of the form for his or her records. The DRA will send the RA applicants supervisor a copy of the approved accommodation itself for implementation. Implementation The RA applicants supervisor is responsible for implementing and/or supporting the implementation of the approved accommodation for the time frame designated on the form OCFS-2154d. For certain approved accommodations, the DRA may request that the supervisor draft an Implementation Plan for the accommodation. Remedies Available for Dissatisfaction with Reasonable Accommodation Determination If the RA applicant rejects the reasonable accommodation granted or their request is denied, the applicant will be provided with information on remedies relating to dissatisfaction with OCFSs reasonable accommodation determination, but will not recommend a specific course of action for the applicant. The RA applicant has the following options: The applicant may elect to accept the agencys decision; or The applicant may elect to file an internal discrimination complaint under the agencys affirmative action plan. In addition to these options, other alternatives may be available. These options may include: Filing a complaint with any compliance agency designated under Sections 503/504 of the Rehabilitation Act of 1973; Filing a complaint with the New York State Division of Human Rights; Filing a complaint with the Equal Employment Opportunity Commission or another federal oversight agency under the American with Disabilities Act; and/or Filing a private right of action to challenge the alleged discriminatory act, under the New York State Human Rights Law, or any applicable statute. If, for any reason, an application is denied due to an applicants failure to abide by specific administratively set deadlines, the applicant may immediately reapply for a reasonable accommodation. Reapplication The expiration date for an approved reasonable accommodation is included as part of the determination documented on form OCFS-2154d. If an employee needs to continue a reasonable accommodation beyond the date of expiration, he or she should reapply prior to the expiration date. It is recommended that the employee submit the application no less than three weeks prior to the date of expiration. The DRA will notify employees and supervisors, in writing, of this expiration date. To reapply, the employee must complete form OCFS-2154a, Application to Request a Reasonable Accommodation of a Disability. The review and determination of the application follows the same process as outlined above. The new application should include current, updated medical documentation. The application should also note any changes to the RA applicants medical condition, if an adjustment is needed to the accommodation, or if the RA applicants essential job functions have changed. CONFIDENTIALITY OCFS is required to protect and maintain the confidentiality of information provided by, or on behalf of, employees and applicants for employment. Both state and federal laws mandate strict limitations on the use of medical information obtained through the reasonable accommodation process. These limitations also apply to information obtained from medical examinations or inquiries of employees or applicants for employment. All medical information must be treated as confidential medical records. OCFS employees receiving such information must take steps to guarantee the security of the RA applicants medical information, including keeping the information in files in a secure location, separate from other files, and designating a specific person or persons to have access to the medical files. The RA applicants supervisor or manager is not entitled to copies of medical records or specific medical information on the applicant, and will only be provided information to implement the accommodation. Safety personnel may be informed, when appropriate, if the disability may require emergency treatment, or if any specific procedures are needed in case of fire or other evacuations. All forms will include a statement indicating that all medical information pertaining to reasonable accommodation must be kept confidential. APPENDIX Processing Requests for a Reasonable Accommodation of a Disability This process explains the steps taken for reasonable accommodation of a disability request Step 1:Applicant submits their request for a reasonable accommodation to the Designee for Reasonable Accommodations (DRA). Relevant Form: OCFS-2154a, Application to Request a Reasonable Accommodation of a Disability DRA contact information is located at:  HYPERLINK "http://ocfs.state.nyenet/eodd/reason_accom.asp" http://ocfs.state.nyenet/eodd/reason_accom.asp Step 2:DRA notifies the applicant that their request has been received. Relevant Form: OCFS-2154b, Notification of Receipt of Application to Request a Reasonable Accommodation of a Disability Step 3:If necessary, within two weeks of issuing form OCFS-2154b, the DRA will inform the applicant that additional information is needed. Relevant Form: OCFS-2154c, Notification of Need for Additional Information Relevant Form: OCFS-2154g, Medical Documentation for a Reasonable Accommodation Step 4:Applicant must provide all additional information to the DRA within the deadline specified on form OCFS-2154c, or their request will be closed and a new request must be submitted. Step 5:OCFS Reasonable Accommodation Committee reviews the application, and submits a recommendation to the DRA for consideration in making a final determination. Step 6:The DRA shall notify the applicant of OCFS decision Possible Determinations: The agency may: Grant the accommodation; Deny the accommodation; or Grant a modified accommodation. Relevant Form: OCFS-2154d, Notification of Agency Determination When an accommodation is granted, the DRA will notify the applicants supervisor, in writing, that said accommodation has been approved and is to be implemented. Relevant Form: OCFS-2154e, Notification to Supervisor of Agency Determination If an accommodation is granted, the determination will include the end date for the accommodation, if appropriate. In general, the accommodation will be granted for no more than one year. Relevant Form: OCFS-2154f, Notification of Accommodation Expiration Note:If a modified accommodation is granted, the applicant must sign and return form OCFS-2154d form, indicating acceptance of the modified accommodation. If the signed form is not returned within two weeks of issuance, the accommodation will be closed and a new request must be submitted If a reasonable accommodation is needed beyond the expiration date, it is the employees responsibility to complete and submit a new application (form OCFS-2154a) in order to continue the accommodation.      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