ADA - Reasonable Accommodations Policy

The Hartford is committed to equal opportunity in all aspects of employment for qualified individuals with a disability. In accordance with the Americans with Disabilities Act (ADA) and other applicable laws, and consistent with The Hartford’s Equal Employment Opportunity and Harassment-Free Workplace Policies, it is The Hartford’s policy to provide reasonable accommodations in employment to qualified individuals with disabilities unless the accommodation would impose an undue hardship on the operation of The Hartford’s business or would change the essential functions of the position.

 

 We care about the health, safety and well-being of our employees and will take a collaborative, approach to support your return-to-work and/or stay-at-work efforts. Through an interactive process, we will consider requests for reasonable accommodations that enable you to perform the essential functions of your job, not eliminate or change them.

 

For example, if you work in a call center and achieving certain call handling metrics is one of the essential functions of your position, the job accommodation should help you meet those goals, not eliminate or lower them.

 

Applying the Policy

If you are a current employee of The Hartford with a disability and require a job accommodation to perform your job duties, you should contact HartLeave at 800-727-9737 and work with your health care provider to complete and submit an ADA Medical Assessment Form directly to HartLeave. (Please Note: You should not provide the completed Medical Assessment Form or related medical documentation to your management). Completion of the Medical Assessment Form is part of the interactive process that will allow The Hartford to assess your medical condition and determine whether a job accommodation is appropriate.

 

Following receipt of the completed Medical Assessment Form from your health care provider, HartLeave will review your job accommodation request. Consistent with applicable laws, The Hartford may ultimately approve the requested accommodation as presented, suggest one or more alternative accommodations designed to permit you to perform the essential functions of your job, or deny the requested accommodation. The Hartford reserves the right to request that your health care provider re-certify the need for an approved job accommodation at reasonable intervals and, if necessary, request that you obtain an independent medical evaluation before granting or extending a request for an accommodation.

 

 If The Hartford approves a job accommodation for you, The Hartford has not made any determination that you are disabled as defined by the Americans with Disabilities Act or other laws.

 

Accommodations in the Application/Interviewing Process

This policy also applies to applicants with disabilities who require accommodations in the application and/or interviewing process. Requests by applicants for an accommodation in the application and/or interviewing process should be directed to 888-539-7596 or email hrhire@thehartford.com.

 

New hires who have accepted an offer of employment and will require an accommodation upon beginning work, but who have not yet commenced active employment, may request an accommodation prior to their start date by contacting Employee Relations. Any requests for accommodation after commencing work should be directed to HartLeave.

 

Note: Requests for an ergonomic workstation modification should be made directly to your manager who can submit an order in myBuy for a workstation assessment for you. An ADA Medical Assessment form may not be required.

 

This policy applies to all U.S. employees and applicants for employment with The Hartford and its subsidiaries.

 

Revised: 9/26/2023