Page 16 - Police Federal Credit Union

In determining whether an accommodation would impose an undue hardship on a covered entity,
factors to be considered include, but are not limited to:

a. The nature and cost of the accommodation.
b. The overall financial resources of the facility or facilities involved in the provision of the

reasonable accommodation; the number of persons employed at such facility; the effect on
expenses and resources or the impact of such accommodation upon the operation of the
facility.

c. The overall financial resources of the employer; the number, type, and location of facilities.
d. The type of operations of the company, including the composition, structure, and functions of

the workforce; relationship of the specific facility to the employer.

“Essential functions of the job” refers to those job activities that are determined by the employer to
be essential or core to performing the job; these functions cannot be modified.

Anyone who believes he or she has experienced unlawful discrimination should report the same to
Human Resources or any other management representative. The report will be promptly
investigated with appropriate action taken in response. If it is the Supervisor who is responsible for
the discrimination act or reporting the situation to the Supervisor fails to remedy the situation,
complaints of discrimination must immediately be reported to Human Resources or to the

President/CEO.

No person/s shall be subject to retaliation or any form of disciplinary action for making a report of
unlawful discrimination or acting as a witness in any investigation.

Human Resources shall be responsible for implementing any reasonable accommodation approved by
the President/CEO.

POLICE FEDERAL CREDIT UNION EMPLOYEE MANUAL - APRIL 2017 16 | PAGE