University of California, Riverside

Human Resources



UCR Local Procedure 81: Reasonable Accommodation


UCR Local Procedure 81: REASONABLE ACCOMMODATION
October 1997

  1. RELATED POLICIES AND REFERENCES
    1. Personnel Policy 12 - Non-Discrimination in Employment
    2. Personnel Policy 14 - Affirmative Action
    3. Personnel Policy 20 - Recruitment
    4. Personnel Policy 21 - Appointment
    5. Personnel Policy 2.210 - Absence from Work
    6. Personnel Policy 66 - Medical Separation
    7. Personnel Policy 81 - Reasonable Accommodation
    8. UCR Recruitment, Interviewing and Selection Guide
    9. Guidelines for Implementing Employment Provisions of the Americans With Disabilities Act (ADA) of 1990
  2. PROCEDURES
    The accommodation process documents the effort(s) undertaken by the department and the employee with the disability to identify and implement a reasonable accommodation, and is done in consultation with the Vocational Rehabilitation Counselor.
    1. An employee with a disability shall be responsible for requesting an accommodation from the department and providing medical documentation regarding his/her disability.
    2. The department is responsible for the identification of the essential functions of the job, and evaluating options for reasonable accommodation; and
    3. The Vocational Rehabilitation Counselor assists in the development of possible accommodations.
    4. The department should provide written notice of the final decision regarding the ability to provide a reasonable accommodation to the employee.
    5. If there is a question concerning the employee's ability to perform job-related functions, the department may require a medical examination and/or inquiry of an employee that is job-related and consistent with business necessity.
    6. In considering the overall reasonableness of possible accommodations, the department should evaluate the effectiveness of each in enabling the individual with a disability to perform the essential functions of the job. The department should review safety issues of the accommodation, cost, and impact on co-workers and the work unit.
    7. The department should discuss the possible accommodation(s) with the Vocational Rehabilitation Counselor and the employee. If appropriate and reasonable, the accommodation shall be implemented.
    8. Any accommodation that is adopted should be reviewed periodically by the employee, the department and the Vocational Rehabilitation Counselor to ensure continuing success.
  3. SPECIAL SELECTION PROCEDURES FOR CURRENT EMPLOYEES
    If efforts to provide all other types of reasonable accommodation are unsuccessful, transfer or reassignment of an employee with a disability to an open and vacant position will be considered as an accommodation option, as set forth in the following procedure:
    1. Human Resources refers the employee to the hiring department for consideration when an appropriate position vacancy is identified prior to the commencement of competitive recruitment or at the time preferential rehire/recall candidates are referred.
    2. The department evaluates the employee's qualifications.
    3. The department determines whether or not the employee can perform the essential functions of the job, with or without reasonable accommodation. This determination should be documented in writing and submitted for review by the Vocational Rehabilitation Counselor.
  4. DECLINATION OF A REASONABLE ACCOMMODATION BY THE EMPLOYEE
    If the employee with a disability declines reasonable accommodation and, as a result, cannot perform the essential functions of the job, the employee may be medically separated in accordance with Personnel Policy 66: Medical Separation.

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