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City of Santa Ana Response to Request for Updated Scope of Work 15/31/18 whether or not a pertinent medical condition, injury, or medication being prescribed will affect the employee's ability to safely perforin one or more of the essential functions of the job and to save time by eliminating costly delays. Obtain Medical Information Next, Occu-Med selects the appropriate physician to provide the needed medical information (this can be the treating physician or an independent specialist). Occu-Med contacts the employee by issuing an Individualized AssessmentfReasonable Accommodation Letter. The Individualized Assessment/Reasonable Accommodation Letter will introduce Occu-Med to the employee as the City's healthcare and human resources consultant and will explain that the IRTW Evaluation is an ADA/FEHA compliant reasonable accommodation process. Additionally, the letter will inform the employee of the necessary steps and information required to complete the IRTW Evaluation. The letter, to be made available to the appropriate physician or physicians designated, requests the specific, appropriate medical information that will be necessary to determine whether the employee continues to be an appropriate placement in the job, with or without restrictions. When such medical information is submitted, our medical staff evaluates it in conjunction with the essential functions of the employee's job to determine whether a contraindication to job performance exists. Recommendation Occu-Med delivers a recommendation to the City through verbal communication followed by a legally defensible written report outlining the specific process that occurred and how the recommendation was determined (all while protecting the confidentiality of all medical information that is not job related nor consistent with business necessity). The recommendation specifically advises the client of whether Occu-Med recommends that an employee should be returned to work or not returned to work. Occu-Med's recommendation is outlined in each report and is determined by the evaluation of the medical information submitted in conjunction with the review of the essential functions of the job class. The aforementioned qualifications are explained in each report along with the specifics of the case. For example, sometimes the recommendation is that the employee be retained in or returned to the job with work accommodations or restrictions. In this case, Occu-Med will provide the requested restrictions or accommodations to the client, and the client must then identify the necessary accommodations or restrictions that are reasonable, if any. Thus, the City's obligation to reasonable accommodation of the employee is met. Job assessment is completed and the employee can be returned to work in the same job if the recommended accommodations are indeed reasonable. 12t)ccu-Med 25L-22