FAQS

FREQUENTLY ASKED QUESTIONS

1. What is a reasonable accommodation (RA)?

Reasonable accommodation is mandated by City policy and State and Federal law, specifically the California Fair Employment and Housing Act (FEHA) and the Americans with Disability Act (ADA). The term “reasonable accommodation” means a change in the work environment or in work processes that enables a qualified individual with a disability to perform the essential functions of the job, and enjoy equal employment opportunities.

Click here for more information on the City’s Reasonable Accommodation Process.

2. Who is a “qualified individual with a disability”?

A “qualified individual with a disability” is:

• An individual who has a physical or mental impairment, has a record of such impairment, or is regarded as having such impairment, that limits one or more major life activities;

• An individual has all the necessary skills and abilities required to perform their job (i.e. meets bulletin requirements); and

• An individual who can perform the essential functions of their position with or without an accommodation.

3. Does the request for reasonable accommodation need to be in writing?

No. A request for reasonable accommodation (RA) can be made either in writing, verbal or another mode of communication. However, the supervisor may ask the employee to follow-up a verbal request in writing.

4. What is considered sufficient medical documentation?

Medical documentation is sufficient if it: (1) describes the nature, severity, and duration of the employee’s impairment, the activity or activities that the impairment limits, and the extent to which the impairments limit the employee’s ability to perform the activity or activities; and, (2) substantiates why the requested reasonable accommodation is needed.

5. Does the Department have to provide the employee’s preferred accommodation?

No. The employee is entitled to an “effective” accommodation. If more than one accommodation is deemed effective, the Department providing the accommodation has the ultimate discretion to choose between effective accommodations.

6. Is information regarding an accommodation allowed to be disclosed to coworkers?

No. The supervisor and/or the Department may not disclose that an employee is receiving a reasonable accommodation. However, an employee with a disability may voluntarily choose to disclose to coworkers his/her disability and/or the fact that s/he is receiving a reasonable accommodation.