A regular status employee who becomes unable to perform essential functions of his or her position with or without reasonable accommodation, due to a disability, may be separated. Prior to medical separation, the University will engage in the Interactive Process in accordance with the provisions of Staff Policy 81 – Reasonable Accommodation. An employee separated under this policy is eligible for Special Re-employment procedures at UC Santa Cruz.

II. Related Policies, Contract Articles and References

1. Personnel Policies for Staff Members (PPSM) – employees not covered by a collective bargaining agreement:
   
   
   • Absence from Work Policy
   • PPSM 66 Medical Separation Policy and Procedures
   • PPSM 81 Reasonable Accommodation Policy and Procedures
     
     
2. Contract Articles – employees covered by a collective bargaining agreement

III. Authority

The Staff Human Resources Director has responsibility for making the final determination regarding appropriateness of medical separation.

IV. Criteria

Medical separation may be considered only after entitled leave benefits, the Interactive Process and attempts at reasonable accommodation have been exhausted and should be considered the final step in the disability management process.

For work related disabilities, medical separation generally will not occur until after all Extended Sick Leave benefits, for which the employee may be eligible, have been exhausted and normally will not occur until the employee’s disability is considered permanent and stationary.

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