| What to do |
How to do it |
| 1 |
Identify the need for an employee’s job accommodation. |
- Identify this need through:
- Observation
- Verbal or written notice from the employee
- Medical note from the employee’s licensed treatment provider
|
| 2 |
Begin the interactive process in a timely manner. |
- Identify job-related limitations with your employee, unless limitations are obvious.
- If not provided, ask the employee to obtain medical documentation of job-related limitations to support job accommodation. Documentation may include a completed:
- Statement from a licensed treatment provider
- Cognitive Functional Capabilities and Restrictions form (PDF) (Word file)
- Physical Functional Capabilities and Restrictions form (PDF) (Word file)
- Family and Medical Leave Certification (PDF)
|
| 3 |
Involve UCSD Accommodation Counseling and Consulting Services.
|
- Contact Accommodation Counseling and Consulting Services, (858) 534-6744, to:
- Receive guidance on the interactive process
- Obtain other necessary forms
- Request an interactive process meeting
- Fax the latest licensed treatment provider's statement or other completed form to the ACCES counselor, (858) 534-0190.
|
| 4 |
Participate in the interactive process meetings. |
- Identify the employee's essential and non-essential functions using the job description.
- Consider whether your employee's limitations are temporary or permanent, as indicated by a licensed treatment provider.
- Determine if the limitations interfere with the employee performing the job function in the traditional way.
- Identify possible job accommodations:
- Discuss which job accommodation request may be reasonable or may cause undue hardship on your department.
- Complete the Job Accommodation Interactive Process form provided by the counselor, indicating:
- A clear explanation of your objective analysis of reasonable and unreasonable job accommodation requests
- Why an unreasonable job accommodation would cause undue hardship on your department
- If a reasonable job accommodation cannot be identified:
- Consider alternate vacancies within your department or vice chancellor area
- Discuss special job placement assistance available through Accommodation Counseling and Consulting Services
Note: Do not ask the employee for confidential medical information. Ask for information about how the medical condition affects the employee's abilities to perform job functions. Be aware that information provided regarding the employee is confidential.
|
| 5 |
Implement selected job accommodation. |
- Document the selected job accommodation and sign the Job Accommodation Interactive Process form. Include:
- Start date of accommodation
- Costs associated with the accommodation
|
| 6 |
Follow up on the accommodation.
|
- Discuss the accommodation regularily with your employee to assess satisfaction and determine effectiveness.
- If accommodation is unsuccessful, continue the interactive process to evaluate other accommodations.
|
