•              INTEGRATED DISABILITY MANAGEMENT
             Dawn Watkins, Director


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    Reasonable Accommodation  

    Reasonable Accommodation

     
    The District is required by State and Federal law to provide reasonable accommodations to qualified individuals with disabilities can be afforded the benefits and privileges of employment equal to those enjoyed by similar employees without disabilities. The Integrated Disability Management Branch (IDM) oversees and coordinates the Reasonable Accommodation process on behalf of the District. 
     
  • FAQS

     
     
    1. What is reasonable accommodation?
    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.
    2. Who is an individual with a disability?
    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.
    3. How do I start the reasonable accommodation process?
    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".
    4. What happens after I make a request for a 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 reasonable accommodation. All medical records will be kept confidential. You and the supervisor must engage in an informal interactive process to determine any appropriate accommodation. If an informal accommodation cannot be made at your work site, you or your supervisor can contact the Return to Work Specialist for a formal request.
    5. What happens after I make a formal request for a reasonable accommodation?
    Upon receipt of the application materials from the employee/applicant or supervisor, the Reasonable Accommodation Program will, within ten (10) business days, issue the employee/applicant a written acknowledgement of the receipt of the Application for Reasonable Accommodation.

    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.