4-16: Employees with Disabilities – Procedures

Implementing Procedures or Guidelines
Steps to the Accommodation Process
The steps to the accommodation process are intended to be flexible and, within reason, adaptable to the needs of the individual employee. The process for existing employees generally involves these steps:

1. If an employee finds that they are unable to perform their assigned job duties and believes that the reason they cannot perform them is due to a disability (as defined in this policy), the employee should immediately inform their supervisor of the situation.

2. The supervisor should then immediately notify Human Resources of the situation. Human Resources will advise the supervisor regarding the accommodation process.

3. Human Resources will then coordinate with the employee to secure necessary information from an appropriate medical authority confirming that the employee is indeed disabled as defined by the American with Disabilities Act and this policy, and describing the nature of the impairment and the limitations it imposes.

4. Human Resources and the supervisor review the current requirements of the employee’s position and determine whether or not the limitations described by the medical authority affect essential functions of the position.

5. If it is determined that the employee is unable to perform the essential functions of the job due to the disability, the supervisor, Human Resources and the employee will review the position in an effort to identify ways to enable the employee to perform the essential elements with reasonable accommodation. Accommodation may include changes to the workplace, purchase of equipment, changes in the way the particular tasks are completed, or other measures designed to enable the employee to perform the position.

6. If the supervisor, with assistance from the employee and Human Resources, is unable to identify reasonable accommodations that enable the employee to perform the job, Human Resources will seek to identify other positions that the employee may perform with or without reasonable accommodation. The President may approve a waiver of advertisement to enable a disabled employee to fill an alternative position within the College.

7. If there are no alternative positions available, the employee may be medically terminated.
If the person with the disability is an applicant for a particular position, the person may request accommodation from Human Resources for the purposes of completing the application and screening process. The person with the disability will be evaluated for the position to determine whether they are a qualified applicant for the position in question, and then whether they can perform the essential functions of the position with or without accommodation. In coordination with Human Resources, the hiring authority may request that the employee demonstrate how they will perform the essential job functions.

Supervisors should always check with Human Resources in situations where a medical issue or a possible disability issue exists to ensure compliance with the latest requirements.

BJM/BJM

Approved by the Governing Board: 09-28-06

Contact: Patrick Simpson, Interim Executive Director and Equal Employment Officer
505-428-1019, patrick.simpson@sfcc.edu

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