Local Human Resources
The supervisor's role
|What to do||How to do it|
|1. Identify the need for an employee job accommodation.||
Identify this need through:
|2. Involve Accommodation and Leave Services (ALS).||
Contact Accommodation and Leave Services (ALS) as soon as you are aware of an employee’s need for an accommodation.
Forward any medical documentation immediately to ALS to start the interactive process. Documents can be faxed to 510-587-6075.
|3. Participate in the interactive process meetings (ongoing).||
Assist by identifying the employee’s essential and non-essential functions using the job description. Ask yourself:
Determine if the limitations interfere with the employee performing the essential job function in the traditional way.
Along with Accommodation and Leave Services, identify the possible job accommodations:
Accommodation and Leave Services will document:
|4. Implement selected job accommodation.||
Accommodation and Leave Services will document the selected job accommodation and sign the Job Accommodation Interactive Process form.
|5. Follow up on the accommodation.||
Discuss the accommodation regularly with your employee to assess satisfaction and determine effectiveness. Keep Accommodation and Leave Services informed.
If accommodation is unsuccessful, contact Accommodation and Leave Services to continue the interactive process to evaluate other accommodations.
|6. If an accommodation is not identified||
If a reasonable job accommodation cannot be identified: Consider alternate vacancies within your department or vice chancellor area as well as UCOP.
Discuss Priority Reassignment available through Accommodation and Leave Services.
NOTE: Do not ask the employee for confidential medical information. Ask for information about how the medical condition affects the employee's abilities to perform job functions. Be aware that information provided regarding the employee is confidential.