Charday Hubbard

• Serves as the Reasonable Accommodation (RA) subject matter expert (SME) to advise employees, applicants for employment, supervisors, and members of management regarding laws, regulations and procedures for allowing employees with physical or mental impairments that substantially limit major life activities to fully participate in the application process, perform essential job functions, and enjoy the benefits and privileges of employment.
• Conduct interactive meetings with individuals to discuss requested accommodations and to provide RA guidance.
• Securely maintain RA documents, medical forms, and other HIPPA sensitive information.
• Ensure accommodations provided are effective and reasonable.
• Evaluate reasonable accommodation (RA) requests, consult with employees, interns/students,interviewees, volunteers, and RA Decision Making Authorities.
• Follow guidance of Rehabilitation Act of 1973, American Disabilities Act (ADA) and the American Disability Act Amendment Act (ADAAA).
• Work closely with Decision Making Authorities, which are often supervisors and managers.
• Monitor the status of reasonable accommodation (RA) requests at all stages in the process.
• Consult with hiring officials on special hiring authorities.
• Compile information and prepare reports, as it relates to the RA program.
• Maintain a caseload of active RAs and ensure case closure in a timely manner, via excel spreadsheet and case management system.
• Make recommendations on effective job and testing accommodations and have Decision Making Authorities implement the decisions.
• Processes requests for accommodation and monitor to ensure that time frames are met and procedures followed.
• Research case law, EEOC decisions and best practices to resolve complex accommodation cases for employees with diverse health issues.
• Created RA training materials, such as Standard Operating Procedures and RA Power Point training decks.

Additional Marginal Duties:

• Direct interviewees, employees, interns/students, and customers to HR Specific teams to support concerns onside of RA, such as Benefits, Compensation, Recruitment, Employee and Labor Relations, and Staffing and Recruitment, etc.
• Outreach employees to gather up to date I-9 documentations for their employee files.
• Review employee's I-9 documents to ensure they are accurate.
• Upload I-9 documents into recruitment and staffing tracking system.

• Shadowed new employees to evaluate the application of learning, demonstration of proper response and use of resources.
• Educated trainees on the process of requesting a reasonable testing accommodation, due to medical and mental health challenges that cause barriers with learning.
• Served as a point of contact to trainees, during the process of requesting a testing accommodation.
• Provided guidance to trainees to monitor their compliance with testing accommodations.
• Administered pre- and post-test evaluations to gauge the progress of trainee's learning.

Additional Collateral Duties:

• Interviewed applicants to support in staffing and recruitment for the department.
• Rated interviewees job skills and ability to performance the duties of job vacancies.
• Submitted Performance Based Interviewing rating forms to document applicant's interview scores.

• Identified referral needs for veterans, as it relates to housing, homelessness, mental health, and healthcare.
• Implemented suicide and mental health crisis prevention strategies to ensure veterans’ safety.
• Work closely with Social Service Assistants to locate the veterans that are in a crisis state and provide local police departments with the veterans’ locations.
• Maintained HIPAA sensitive records.
• Conducted interviews and utilized assessment tools to assess emotional, functional, and/or psychological conditions.

• Communicated with UnitedHealthcare members to assist with scheduling yearly annual screenings and provide health education to patients,
• Developed comprehensive, provider-specific plans to increase their physician practice performance, reduce hospitals’ readmissions, and improve their outcomes.
• Ensured provider offices are documenting members’ screenings with the correct coding, for efficient billing and reimbursement.
• Maintained HIPAA sensitive records.
• Referred members to social workers, behavioral health advocates, & chronic illness programs to assist with managing health, as needed.

• Connected families with necessary social services, alleviating barriers to healthcare access and improving quality of life.
• Maintained HIPPA sensitive files and upload them into medical record data base.
• Built trust within diverse communities through cultural competency training, empathetic communication skills, and active listening techniques.
• Maintained HIPAA sensitive forms.
• Addressed patient concerns and provided support to vulnerable demographics.
• Participated in ongoing professional development opportunities to stay current on best practices in community health work, ensuring the delivery of quality services to clients.

• Served as a lead subject matter expert in diversity employment and learning program for adults with disabilities.
• Worked with management officials, employees, and other relevant staff to provide accommodations or interim workplace and testing adjustments.
• Explored reasonable accommodations, with consumers and employers.
• Required consumers provide medical documentation from a provider, when their disability was not noticeably obvious.
• Coordinated employment actives, trained staff on supported employment tasks, and created standard operating procedures for the diversity employment and learning program.
• Assisted consumers with disabilities to apply for reasonable work accommodations with employers.
• Coordinated with Georgia Vocational Rehabilitation Agency, Human Resource Professionals, and Supported Employment Leadership to identify alternative reasonable accommodations.
• Connected consumers with vocational rehabilitation services to obtain assistive technology, that yield consumers the opportunity to maintain meaningful employment.
• Provided consumers written decisions for their request of a reasonable accommodation.
• Utilized decision-making skills to negotiate reasonable accommodations with employers and human resource staff that had differing interest to effectively accommodate.
• Maintained HIPAA sensitive documentation.

• Provided an array of support to consumers with disabilities to ensure that supports with job placement and advocacy for reasonable accommodations were implement.
• Explored reasonable accommodations, with consumers and employers.
• Advocated for the adjustment to job duties and/or work environments, therefore an individual with a qualified disability can perform the essential functions of their job.
• Followed up with consumer on portions of their RA file that was missing or incomplete, as needed by human resource managers.
• Maintained HIPAA sensitive documentation.
• Advised consumers obtain medical documentation, from a provider, when their disability was not noticeably obvious.
• Consulted with consumers to determine how the disability limits their ability to fully carryout job functions.
• Maintained a caseload for active accommodations.
• Monitored consumer’s job progressed once provided reasonable accommodation and provided updates to regional director.
• Worked closely with local employers to identify job placements for consumers with barriers to employment.