Federal and state laws and District policy provide that no individual shall be denied the right and opportunity to seek, obtain and hold employment, or be subjected to discrimination by reason of a disability. This is in accordance with Section 504 of the rehabilitation Act of 1973, Americans with Disabilities Act (ADA) of 1990, Fair Employment and Housing Act (FEHA), and applicable state laws.
An employee may have separate rights to protected leave under the Family and Medical Leave Act, California Family Rights Act, and/or bargaining unit agreements.
The reasonable accommodation process requires the cooperation of all involved to ensure that individuals with disabilities are given the accommodations necessary to perform the essential functions of their job and receive the benefits and privileges of employment. State and federal statutes mandate that the employer engage the employee/applicant in an interactive process to determine effective reasonable accommodation any time the employee/applicant requests a reasonable accommodation, or if the disability is known and the employer becomes aware of a potential need for accommodation.
If the administrator at the work site is unable to accommodate an employee or if an employee disagrees with the accommodations provided, an employee may request to meet with the District's Reasonable Accommodation Committee. If an employee disagrees with the District's Reasonable Accommodation Committee decision, the employee may request to meet with the Reasonable Accommodation Appeal Committee for reconsideration.
For additional information, please refer to the information below.