A reasonable accommodation allows you to do your job safely and well.

A “reasonable accommodation” is a change to the way you apply for or get a job, your job, the way you do your job or the place where you work. Both laws require most California employers to give employees with disabilities reasonable accommodations. Your RightsĬalifornia’s Fair Employment and Housing Act (FEHA) and the Americans with Disabilities Act (ADA) are laws that protect Californians from disability discrimination in the workplace. Most employers are also required to provide you with reasonable accommodations that allow you to do your job safely. The good news is, there are laws to protect people with disabilities at work. If you are at higher risk of getting severe illness with COVID-19, you might have concerns about working. You may be starting a new job or going back to work.

OOE will work with the employee and the department to determine whether alternative accommodations are available.California businesses are starting to re-open. If an accommodation is not granted, both the employee and the employee’s department are provided with an explanation for the denial.

In limited instances, a requested accommodation may pose an 'undue hardship' on the department which would prevent the accommodation from being offered.OOE will work with the department and other personnel, if applicable, to implement the accommodation. When an accommodation is granted the employee will receive an approval notice.While OOE will take the employee’s preferred accommodation into account when possible, OOE may opt to approve a different accommodation that would also meet the employee’s needs. Although the employee provides input concerning the accommodation process, OOE will determine what constitutes a reasonable accommodation on a case-by-case basis. The employee’s supervisor will be informed of the accommodation request and will be engaged in an interactive process to discuss effective work accommodations, the essential functions of the position, and the department’s operational needs. The ADA Coordinator will contact the employee’s health care provider to verify the medical condition and the need for accommodation – if the disability is not obvious. Employees also have the option of submitting a letter from their health care provider. (You can find more information about undue hardship on the EEOC’s website.) What happens after an employee requests a reasonable accommodation?Įmployees will be asked to complete an Accommodation Request Form as well as an Authorization to Release Medical Information Form. The EEOC defines “undue hardship” as an accommodation that “would be unduly costly, extensive, substantial or disruptive, or would fundamentally alter the nature or operation of the business.” If a requested accommodation presents an undue hardship, the Office of Equity (OOE) will work with the employee and the department to determine whether alternative accommodations are available. If a requested accommodation would result in an undue hardship, the University does not have to provide the accommodation. Examples of reasonable accommodations may include, but are not limited to, the purchase of special equipment, changing the physical layout of the workplace, restructuring job responsibilities and duties, and modifying the work schedule. Requests for a “reasonable accommodation” will be analyzed on a case-by-case basis, after consultation with the employee, the employee’s health care provider(s), and the supervisor. Sexual Misconduct Response & Prevention.Education Council for an Inclusive Northwestern (ECIN) Overview.Education Council for an Inclusive Northwestern (ECIN).Statement in Support of Transgender Rights.

Ada accommodations examples