Reasonable accommodation is any modification or adjustment to a job or the work environment that will enable employees to perform essential duties of their job. When you are unable to perform the essential duties of your job due to work restrictions from your doctor, the University is obligated to explore whether it can provide reasonable accommodations. Disability Management Services (DMS) will facilitate an interactive process with the employee, the supervisor, and others to help determine if accommodations can be applied to allow you to perform your essential job functions.
In this way, the University can keep valued, experienced, and trained employees while complying with the Americans with Disabilities Act (ADA) and the Fair Employment and Housing Act (FEHA).
- Request a job accommodation.
- Tell your supervisor of the limitations you have performing your job. The request can be made verbally, in writing, or via a health care provider’s note.
- Give your supervisor written documentation from your health care provider describing your:
- Specific job-related restrictions.
- Length of time the restrictions will be in place.
- If you have been on a leave of absence:
- The note should be submitted to the supervisor 1–2 weeks before your planned return-to-work date, if possible.
- You will need to be released through Occupational Health Services (OHS) as well, so plan accordingly. OHS can be reached at (415) 885-7580
- As needed, Disability Management Services (DMS) will schedule and facilitate an Interactive Meeting. During this meeting you, your supervisor, DMS, and/or other HR representatives will:
- Compare your job-related restrictions with your essential job functions.
- We will review whether your restrictions are permanent or temporary, as indicated by your health care provider.
- Discuss accommodation options that may allow you to perform your job functions.
- Take time to think about the impact the restrictions may have on your work and how you can engage in a productive dialogue about your return.
- If it is determined that the restrictions can be accommodated:
- Work with your supervisor to create a Transitional Work Program (TWP) for temporary restrictions and/or work with DMS to document permanent accommodations.
- You need to be an active participant in the process of creating the Transitional Work Plan to make it successful. Review guidelines on the Transitional Work Plan.
- Communicate any concerns you have about the proposed accommodation(s).
- Begin your job accommodation:
- Follow up regularly with your supervisor or DMS regarding how well the accommodations are working.
- The interactive process may be reinitiated if the accommodation(s) implemented is not allowing you to perform the essential functions, your health condition changes, or additional or alternate accommodations need to be considered.
- If your health condition resolves, provide updated documentation to your supervisor and/or LOA Specialist that documents your release to return to full duty.
- Discuss with DMS alternate job search assistance if no accommodations will allow you to perform your essential job functions.
- If you are returning from a leave without pay:
- Via the UC path portal, review your benefit’s enrollments and benefit’s summary within 31 days of your return to work
- Complete and submit your enrollments on the UC path portal (if necessary) before the end of the 31st day.
- Review your first few pay checks to ensure deductions are correct.
- Reach out to the UC Path Center for assistance (Monday to Friday 8 am to 5 pm).
Personnel Policies for Staff Members (PPSM):
Campus Administrative Policies:
Related Resources and Tools
Using your Employee ID, log in to the UCSF Learning Management System. Search for the "Guide to Interactive Process and Reasonable Accommodation."