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Frequently Asked Questions

Question: I have a disability/medical condition. Am I eligible for employment accommodations?

Answer: Although you may have a disability/medical condition, your disability/medical condition may not interfere with your essential job functions.  To determine eligibility for possible employment accommodations, you must meet with an EARC representative. Employees with a disability must meet the criteria established under the Americans with Disabilities Act (ADA) and as defined under the California Fair Employment and Housing Act (FEHA).

Question: How do I request employment accommodations?

Answer: Completing the EARC Intake Form is the first step in requesting employment accommodations. Please answer all questions completely and to the best of your ability. When you have completed the intake form, return to the EARC along with a copy of your current job description and schedule an appointment with the EARC Coordinator (the EARC may assist in obtaining a copy of your job description upon your request). The EARC will take into consideration your responses, your job description and medical/psychological form from your treating professional to determine how best to assist you.

Question: What is required to verify my disability?

Answer: The EARC requires medical/psychological documentation prior to recommending possible reasonable and appropriate employment accommodations.  The diagnosed condition must be determined by a licensed physician or other professional and may be submitted on the EARC Medical/Psychological Verification Form. The diagnosed condition must state the nature of your disability and how it may impact upon your ability to do your job. For more information on medical/psychological documentation criteria, please visit the Guidelines for Comprehensive Documentation webpage.

Question: What are employment accommodations?

Answer: "In general, an accommodation is any change in the work environment or in the way things are customarily done that enables an individual with a disability to enjoy equal employment opportunities."

(http://www.eeoc.gov/policy/docs/accommodation.html#N_3_#N_3_)

Question: Who needs to know about my disability?

Answer:  All information forwarded to the EARC is kept in a confidential file and is held separate from Human Resources' and Faculty Affairs' personnel files.  The Equal Opportunity Commission has established that the employer (the EARC in this case) has the right to require medical verification of a disability.  Upon request from an employee with a disability for employment accommodations, the EARC will invoke the Interactive Process with the employee and his/her respective supervisor/manager.  The EARC will consult with Human Resources and Faculty Affairs on a case-by-case basis to determine and recommend reasonable and appropriate employment accommodations.

Question: If I have a complaint or grievance should I go to the EARC?

Answer: Employees with disabilities are encouraged to resolve conflicts informally and may seek advice or consultation at the EARC, Faculty Affairs or Human Resources. Formal complaints are to be filed with the Office for Equal Opportunity with Human Resources.

Question: When can I request employment accommodations?

Answer: Employment Accommodations can be requested at any time.

Question: How often must I request employment accommodations?

Answer: When the need for modifications to existing prescribed employment accommodations arise due to a change in disability status and/or changes in the essential job functions; otherwise existing accommodations remain.

Question: How often must I update my medical/psychological documentation?

Answer: Documentation must be current based on the date of diagnosis or assessment, not the date of submission to the EARC. The EARC reserves the right to request current/to-date disability information on a case-by-case basis.