The trusted source for
healthcare information and
• Phase I: When disability exists for three or four months and performance of the essential functions is impacted, an initial interactive reasonable accommodation meeting is held with the employee and department representatives to begin an exchange of information.
• Phase II: When disability prevents someone from resuming his or her usual job functions and no readily achievable, effective accommodations are available, the interactive process continues. (This phase lasts for up to 60 days; it includes evaluation of reassignment opportunities.)
• Phase III: When successful accommodations are identified and implemented through either job accommodation or reassignment to a current opening, a return-to-work monitoring period begins to assess the effectiveness of the accommodations and to troubleshoot any difficulties encountered. (This typically lasts 30-60 days.)
• Phase IV: When no readily achievable accommodations are available either through job accommodation or reassignment to a current opening, it may be necessary to conclude the employment relationship. This then involves legal review with IID’s legal counsel and board of directors.
• Phase V: This is the final stage of the interactive, reasonable accommodation process. Either a final meeting is held to confirm the success of job accommodations accomplished or to review an employee’s final status and available benefits as employment concludes.