Employee Reasonable Accommodation Policy
Chez maintains a confidential process for job applicants and employees to request reasonable accommodation. This policy does not apply to independent chefs by virtue of platform participation.
What May Be Requested
Requests may relate to application, interview, testing, worksite access, equipment, communication, schedule, leave, remote work where appropriate, job restructuring, policy modification, training, benefits, or other employment access.
Interactive Process
Chez acknowledges requests promptly, discusses effective options with the applicant or employee, reviews essential functions, requests documentation only when appropriate, considers alternative accommodations, issues a written decision, implements the accommodation, follows up, and permits appeal or reconsideration. Chez does not automatically deny an accommodation because it is not the exact option initially preferred.
Medical Confidentiality
Medical and accommodation records are stored separately from ordinary personnel files and are not exposed to hiring decision-makers except as needed to implement an accommodation.
Permitted Questions
Chez asks lawful, role-specific questions, such as whether the applicant can perform the essential functions of the role with or without reasonable accommodation. Chez does not ask job applicants to disclose disabilities, medical conditions, sick-day history, workers' compensation claims, or prescription medications.
Essential Functions
Chez job descriptions identify job purpose, essential functions, marginal functions, schedule needs, travel, physical or communication functions, equipment, and work environment — using the phrase "with or without reasonable accommodation." Vague standards such as "must be in perfect health" or "must be able-bodied" are not used.