Human Resources Specialist
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.
Who is covered by this guidance?
Applicants, candidates, and employees with physical or mental conditions that substantially limits one or more major life activities or have a record of such a substantially limiting condition.
What is workplace reasonable accommodation?
Workplace reasonable accommodation, sometimes called workplace adjustments, are any changes in the workplace or the way job duties are customarily performed that provides an equal employment opportunity to an individual with a disability. This process does not cover requests that would pose an undue hardship or fundamentally change the essential functions of a job.
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 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.