The University shall make reasonable accommodation for all known disabilities of a qualified individual with a disability (QID) or any employee who has been injured on the job. The decision to offer reasonable accommodation to a QID/QIW shall be made on a case-by-case basis after evaluation of the relevant facts.
Reasonable accommodation may include:
- making existing facilities used by employees readily accessible to QID/QIWs;
- job restructuring, i.e., modifying a job so that a person with a disability can perform the essential functions of the position through the elimination of non-essential elements of the job, re-delegation of assignments, exchanging assignments with other employees or redesigning procedures;
- initiating part-time or modified work schedules;
- acquiring or modifying equipment or devices;
- appropriately adjusting or modifying employment examinations, training materials or local practices;
- providing qualified readers or interpreters; or
- reassigning or referring a QID/QIW to an active vacant position.
B. Medical Documentation
Refer to UC-PPSM 81 (Reasonable Accommodation), Section C.
C. Trial Employment
Refer to UC-PPSM 81 (Reasonable Accommodation), Section C., UCLA PPSM Procedure 2 (Definition of Terms) and UCLA PPSM Procedure 60 ( Layoff and Reduction in Time from Professional and Support Staff Positions).
D. Special Selection
Refer to UC-PPSM 81 (Reasonable Accommodation), Section D.
E. Disability Retirement
Refer to UC-PPSM 81 (Reasonable Accommodation), Section E.
F. Vocational Rehabilitation
In the process of determining reasonable accommodation, a University Vocational Rehabilitation Counselor may:
- conduct a job analysis to determine essential job functions;
- determine, with information obtained from management and the employee, how the disability limits performance of the essential functions;
- identify options for reasonable accommodations;
- propose appropriate accommodations for the QID/QIW based on the relevant facts; and/or
- submit findings to management.
The University is not required to accommodate any disability if it creates an undue hardship or poses a direct threat to the University or its employees. The finding of undue hardship or direct threat shall be made by the University.