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. Medical separation may be based on the employee’s receipt or approval of disability payments from a retirement system to which the University employee contributes, such as UCRP or PERS, and confirmation from the Disability Management Coordinator that the Interactive Process has been completed or that the employee has waived the Interactive Process.

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

A medical separation may be based on: (a) the employee's receipt or approval of disability payments from a retirement system to which the University contributes, such as UCRP or PERS and (b) a written review by the Disability Management Coordinator, or appropriate representative, determining through the Interactive Process that no reasonable accommodation exists without causing undue hardship. (Employee may waive the Interactive Process.) The Staff Human Resources Director has responsibility for making the final determination regarding appropriateness of medical separation.

IV. Criteria

Medical Separation

Medical separation due to receipt of UCRP disability income may be considered only after the employee receives or is approved for disability payments and appropriate leave benefits, the Interactive Process and attempts at reasonable accommodation have been exhausted.

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