The University provides reasonable accommodation to otherwise qualified employees who are disabled or become disabled and need assistance to perform the essential functions of their positions. Reasonable Accommodation is addressed through the use of the Interactive Process to determine what, if any, reasonable accommodation will be made.

II. Related Policies, Contract Articles and References

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

III. Authority

In circumstances where a recommended accommodation appears to the unit to be unreasonable, ineffective, or to constitute an undue hardship, the Staff Human Resources Director, in consultation with other appropriate offices, has responsibility for making the final determination.

IV. Criteria

Medical documentation from a licensed health care provider must be provided by the employee to assist in understanding the nature of the employee’s functional limitations. In addition, the employee must complete a medical release form for the Disability Management Coordinator to allow for communication with the licensed health care provider. This documentation may be subject to confirmation by a University-appointed licensed health care provider. In order to be eligible for Reasonable Accomodation services, the employee must be a qualified individual with a disability as defined by the Americans with Disabilities Act (ADA) and Cal-FEHA. The formal accommodation process is used when the unit is unable to accommodate an employee’s disability on an informal basis, or requires assistance in determining if a requested accommodation is reasonable and appropriate.

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