Reasonable Accommodations

Contact Information

Randy Gaspar

Human Resources Administrative Analyst

(310) 419-2757

Inglewood Unified School District values all of our employee’s contributions including those who are experiencing disabilities. The primary function of a reasonable accommodation is to enhance workplace productivity and provide equal employment opportunities to applicants, candidates, and employees with disabilities.

The goal of this process is to create a more inclusive environment where all employees can readily and efficiently ask for and receive reasonable accommodations necessary to reach their full potential at work. This guidance also complies with our Federal obligations under the Americans with Disabilities Act, Section 503 of the Rehabilitation Act, and other applicable state and local disability related regulations.

Frequently Asked Questions

Who is covered by this guidance?

What is workplace reasonable accommodation?

What reasonable accommodation requests would not be honored?

Sometimes an applicant or an employee may ask for an accommodation that is not reasonable or necessary, that poses an “undue hardship” (i.e. too costly or disruptive to business) on the organization or its employees or that might threaten the safety of the individual who has made the request or of others. Even in those cases, the District will discuss whether some other form of workplace accommodation may be effective.

When is reasonable accommodation provided?

When an applicant with a disability needs an accommodation to have an equal opportunity to compete for a job;
When an employee with a disability needs an accommodation to perform the essential functions of the job or to gain access to the workplace; and
When an employee with a disability needs an accommodation to enjoy equal access to benefits and privileges of employment (e.g., productivity tools, trainings, District sponsored events).

What are common types of accommodations?

Acquisition or modification of equipment
Changes in the physical layout of a work environment to eliminate or reduce barriers
Elimination of non-essential job duties
Modifications of an individual’s work schedule while continuing to meet business requirements
Modifications to the building where an individual performs work
Note: Leave time and/or reassignment to another vacant position are accommodations of last resort.

What is the Interactive Process (IP)?

The interactive process is a collaborative effort between the employee and company representative to discuss the need for an accommodation as well as identify effective accommodation solutions. The interactive process is coordinated by the Director of Human Resources. This process begins when an employee discloses a disability/health condition and requests an accommodation, a manager or Human Resources representative recognizes an obvious challenge of an applicant, candidate, or employee due to a disability, or when an employee returns to work with an on-going health care condition or disability. A robust interactive process demonstrates good faith and promotes a disability inclusive workplace.