1-5 Reasonable Accomodations & Interactive Dialogue
CODE Staffing is committed to complying with applicable federal, state, and local laws governing reasonable accommodations of individuals, including, but not limited to, the Americans with Disabilities Act (ADA). To that end, we will endeavor to make a reasonable accommodation to applicants and team members who have requested an accommodation or for whom CODE Staffing has notice may require such an accommodation, without regard to any protected classifications, related to an individual's:
- Disability, meaning any physical, medical, mental, or psychological impairment, or a history or record of such impairment;
- Sincerely held religious beliefs and practices;
- Needs as a victim of domestic violence, sex offenses, or stalking;
- Needs related to pregnancy, childbirth, or related medical conditions; and/or
- Any other reason required by applicable law unless the accommodation would impose an undue hardship on the operation of our business.
Any individual who would like to request accommodation based on any of the reasons set forth above should contact Yag. Accommodation requests can be made in writing using a form which can be obtained from HR and escalated to Yag. If an individual who has requested accommodation has not received an initial response within five (5) business days, the team member should contact Yag.
After receiving a request for accommodation or learning indirectly that the team member may require such an accommodation, CODE Staffing will engage in an interactive dialogue with the team member. Even if team member has not formally requested an accommodation, CODE Staffing may initiate an interactive dialogue under certain circumstances, such as when CODE Staffing has knowledge that team member's performance at work has been negatively affected and a reasonable basis to believe that the issue is related to any of the protected classifications set forth above, in compliance with applicable law. In the event CODE Staffing initiates an interactive dialogue with a team member, it should not be construed as CODE Staffing's belief an individual requires an accommodation but will serve as an invitation for the team member to share with CODE Staffing any information the team member desires to share, or to request an accommodation.
The interactive dialogue may take place in person, by telephone, or by electronic means. As part of the interactive dialogue, CODE Staffing will communicate openly and in good faith with the team members in a timely manner to determine whether and how CODE Staffing may be able to provide reasonable accommodation. To the extent necessary and appropriate based on the request, CODE Staffing will attempt to explore the existence and feasibility of alternative accommodation as well as alternative positions for the team members. CODE Staffing is not required to provide the specific accommodation sought by the team member, provided the alternatives are reasonable and either meet the specific needs of the team member or specifically address the team member's limitations.
As part of the interactive dialogue, CODE Staffing reserves the right to request supporting documentation, to the maximum extent permitted by applicable law.
CODE Staffing will endeavor to keep confidential all communications regarding requests for reasonable accommodation and all circumstances surrounding the team member's underlying reason for needing accommodation.
CODE Staffing will not allow any form of retaliation against team members who have requested accommodation, for whom CODE Staffing has notice may require such an accommodation, or who otherwise engage in the interactive dialogue process.
Team members with questions regarding this policy should contact Yag