About reasonable accommodations
After submitting the form a Human Resources team member will reach out to you with instructions for next steps and any required forms or documentation needs.
If you need help completing forms or have questions, contact Metro Human Resources at [email protected] or 503-797-1570.
View Metro employee policies
A reasonable accommodation is a modification or adjustment to a job, employment practice or the work environment that enables an employee or job applicant to perform the essential functions of the job without creating undue hardship or causing a direct threat to workplace safety. Metro may provide reasonable accommodations for applicants and employees for:
- Known physical or mental disabilities;
- Limitations related to pregnancy, childbirth and nursing parents;
- Observation of religious holidays, traditions and practices.
Under the Americans with Disabilities Act (ADA), when an individual qualifies for reasonable accommodation, the employer is free to choose among effective accommodations and may choose one that is less expensive or easier to provide. Accommodations must not impose an undue hardship on Metro as the employer or pose a threat to the health or safety of others in the workplace.
Confidentiality: Information submitted in accommodation forms is kept confidential to the extent possible under Metro policies and information will only be shared on a need to know basis to meet review and decision requirements or as required by law.
Reasonable accommodation process for employees with disabilities
An interactive process is used to determine whether an effective and reasonable accommodation is available for an employee. This approach is a requirement under the Americans with Disabilities Act (ADA) and intended to have both the employee with a disability and the employer work together to determine an accommodation.
Each employee situation is unique and Human Resources evaluates each request for accommodation based on an employee’s specific health condition, circumstances and job at Metro. The most common process steps are listed below. It may not be necessary to follow each step or in the order listed.
Notice: The employee informs their supervisor or Human Resources of the need for a workplace modification or accommodation. Employee submits a reasonable accommodation request form. Employees do not need to use specific terms such as “ADA” or “reasonable accommodation” to start the process.
Documentation and/or verification of information: Verification of information with a healthcare provider such as response to questions specific to a condition or other documentation may be required as part of the accommodation request process. Provisional accommodations may be provided while awaiting documentation or response from a healthcare provider.
Employee interview: Human Resources staff meet with the employee for an interview to learn more about the employee’s situation, needs and to provide an opportunity for the employee to advise them on accommodation options.
Review of job duties: At this step, Human Resources notifies the employee’s supervisor and requests a position description. No personal, medical information is shared with the employee's supervisor. Only information needed to explore and provide a reasonable accommodations is disclosed. Human Resources staff will also meet with the supervisor to gain their insight and perspective on other aspects of the employee’s situation and the essential functions of the job. Discussion with the employee and supervisor may be iterative, or repeat, so that information on duties and potential accommodations are fully explored.
Recommendation provided: Human Resources makes a determination regarding the request and, if accepted, provides a reasonable accommodation plan in writing to the employee and supervisor.
About religious accommodations for COVID-19 vaccinations
Metro provides equal employment opportunities without regard to any protected status and is committed to complying with all laws protecting employees’ religious beliefs and practices. Metro is also committed to ensuring a safe workplace and implementing policies and procedures to reduce the spread of the COVID-19 virus. Accordingly, Metro will provide reasonable accommodations for sincerely held religious beliefs and/or practices which prohibit an employee from receiving the COVID-19 vaccine, provided the accommodation is reasonable and does not create an undue hardship for Metro or pose a direct threat to the health and/or safety of others in the workplace. Philosophical, political, scientific, or sociological objections to vaccination shall not be considered as valid grounds for an exemption or accommodation.