•                           INTEGRATED DISABILITY MANAGEMENT
                         Dawn Watkins, Director

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    Reasonable Accommodation  

    Reasonable Accommodation

     
    A reasonable accommodation should help an individual/employee with the ability to perform all essential functions of their job classification. The process requires the review of competent medical that provides guidance from the employee's medical provider. An interactive process meeting between the employee and his/her supervisor or District representative is conducted to determine what accommodations and alternate accommodations will be most effective. The interactive process is an ongoing process and must be conducted whenever an employee's work status changes, new work restrictions are provided and/or the granted accommodation is no longer effective.
     

Reasonable accommodation is mandated by District policy and Federal and State law, specifically Americans with Disability Act (ADA) and Fair Employment and Housing Act (FEHA). The term "reasonable accommodation" is defined as a change in the work environment or in the application process that enables a person with a disability to enjoy equal employment opportunities.

An individual with a disability 1) has a physical or mental impairment that limits one or more of the person's major life activities, 2) has a record of such impairment, or 3) is regarded as having such impairment.

The process starts when an oral or written request for reasonable accommodation is made to your principal, administrator, or supervisor for a reason related to a medical condition. The request may be made using "plain English" and does not require the mention of American and Disabilities Act (ADA) or related phrases such as "reasonable accommodation".

Once you have made a request for a reasonable accommodation, your supervisor should discuss available options with you. If you have a disability that is not obvious, your supervisor may request documentation that demonstrates the disability and explains the need for a reasonable accommodation. All medical records will be kept confidential. You and the supervisor must engage in an informal interactive process meeting to determine any appropriate accommodation. If an informal accommodation cannot be made at your worksite, you or your supervisor should complete the reasonable accommodation application found in BUL-4569.1 Reasonable Accommodation for Individuals with Disabilities and provide it to the disabilitymanagement@lausd.net email address.

Upon receipt of the application materials from the employee/applicant or supervisor, the Reasonable Accommodation Program will issue the employee/applicant a written acknowledgement of the receipt of the application for reasonable accommodations.

The Reasonable Accommodation Program will determine whether the requested accommodation is reasonable based on the specific circumstances. If the information submitted by the employee/applicant is insufficient or if an independent confirmation is necessary, the Disability Coordinator may make a referral to the District Medical Director. The District reserves the right to obtain additional medical information, including an independent medical examination of the employee/applicant, which is job-related and consistent with business necessity as allowed under the law.

In addition, the Disability Coordinator may convene a Reasonable Accommodation Committee. The Reasonable Accommodation Committee shall be composed of certificated and classified personnel who convene to consider requests for reasonable accommodation where an informal accommodation cannot be made at the local work site. The employee/applicant requesting an accommodation shall be invited to address the Committee and may provide additional material and documents relevant to his/her accommodation request. The site administrator may also be invited to address the Committee when appropriate.