Reasonable Accommodation

The employee's role

What to do How to do it
1. Request job accommodation

Inform your supervisor and/or Accommodation and Leave Services of the need for an accommodation to perform job duties due to a medical condition and/or a disability.

Job accommodation requests may be verbal, in writing, or via a licensed healthcare provider.

Provide Accommodation and Leave Services with a written licensed healthcare provider’s statement describing your job-related limitations.
2. Participate in interactive process meetings with your supervisor and the Accommodation and Leave Services

The licensed healthcare provider will identify if limitations are temporary or permanent.

Actively participate and discuss reasonable accommodations that can assist you to perform your essential job functions.

Evidence of whether a function is essential can include:

  • The employer’s judgment
  • Written job description
  • Amount of time spent performing the function
  • Consequences of the function not being performed
  • Terms of a collective bargaining agreement, and
  • Other common sense indicators

Discuss special job search assistance if you cannot perform your essential job functions.
3. Learn about the selected reasonable job accommodation

Review and ask questions to ensure you understand information about your job accommodation.

Determine and communicate any concerns you have about the accommodation.

4. Begin your job accommodation

Follow up regularly with your supervisor and Accommodation and Leave Services regarding the effectiveness of the accommodation.

If your accommodation is unsuccessful, continue the interactive process to evaluate other accommodations.

5. If your accommodation is unsuccessful

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.