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Procedure 81 – Reasonable Accommodation

A. General

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:

  1. making existing facilities used by employees readily accessible to QID/QIWs;
  2. 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;
  3. initiating part-time or modified work schedules;
  4. acquiring or modifying equipment or devices;
  5. appropriately adjusting or modifying employment examinations, training materials or local practices;
  6. providing qualified readers or interpreters; or
  7. 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:

  1. conduct a job analysis to determine essential job functions;
  2. determine, with information obtained from management and the employee, how the disability limits performance of the essential functions;
  3. identify options for reasonable accommodations;
  4. propose appropriate accommodations for the QID/QIW based on the relevant facts; and/or
  5. submit findings to management.

G. Limitations

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.

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