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The Interactive Process

Upon notification and/or request from an employee with a disability for employment accommodation, the EARC will invoke the interactive process with the employee and his/her respective supervisor/manager.  The EARC will:

  1. Review employee's medical/professional disability verification documentation to determine if the employee qualifies as an employee with a disability under the California Fair Employment and Housing Act (FEHA) and the Americans with Disabilities Act (ADA).

  2. Meet with the employee to discuss his/her specific functional limitations resulting from the disability as they relate to his/her job functions.  EARC assesses potential barriers to job performance to determine if they can be mitigated with a reasonable and appropriate employment accommodation(s).

  3. Consult with the employee's supervisor to identify any undue hardship, discuss business necessities, and assess the effectiveness of the proposed accommodation(s) in enabling the employee to perform his/her essential job functions.1

  4. If appropriate, recommend reasonable employment accommodation(s) to the employee and the employee's supervisor.

For more information on the interactive process, please view California's Department of Fair Employment & Housing's (2008) publication entitled Disability Under the Fair Employment & Housing Act: What you should know about the law (PDF).

1Supervisor is responsible for maintaining the information discussed during the interactive process confidential.  EARC does not disclose confidential medical/professional verification of employee's disability to supervisor.