Santa Rosa Junior College ("District") provides reasonable accommodation to all employees (including faculty, classified & STNC staff) who need assistance to perform the essential functions of their positions.
An accommodation is reached after an interactive process between the District and the employee, in compliance with SRJC Board Policies 4.20 and 4.20P, Collective Bargaining Agreements, the Federal Americans with Disabilities Act, and the California Fair Employment and Housing Act.
Reasonable accommodations may include, but are not limited to:
- Making existing facilities readily accessible and usable
- Restructuring the job to eliminate non-essential job functions
- Granting a leave of absence or partial leave of absence (reduction in time)
- Modifying the employee's work schedule or work location
- Acquiring or modifying equipment, devices or software
- Providing qualified readers or interpreters
- Offering medical or religious exemptions to existing policies
- Process Overview / Start-Here
- Employee notifies their administrative supervisor or Human Resources regarding their need for modified work or accommodation at work due to a functional or medical need
- Employee completes an accommodation request form and submits it to the Human Resources Employee Health and Safety ("HR EHS") office email
- HR EHS staff may request additional documentation, including medical documentation, from the employee, and may hold an interactive meeting with the employee and their supervisor, if needed
- HR EHS consults with the employee's supervisor to determine the feasibility and departmental impact of the requested accommodation
- Employee is notified of the District's decision to approve or deny employee accommodation
- Employee Responsibilities
The employee has primary responsibility for starting the accommodation process and providing necessary documentation. Specific responsibilities include:
- Starting the process by requesting accommodation to District Human Resources Employee Health and Safety.
- Sharing information about employee's essential duties and primary job function
- Sharing information from a health care provider regarding the employee's limitations/restrictions.
- Engaging with the supervisor and with District HREHS in good faith to explore accommodation options
- Supervisor Responsibilities
The employee's supervisor is the campus administrator with primary responsibility for responding to the accommodation request. The supervisor’s specific responsibilities include:
- Supports the interactive process by which the District handles an accommodation requests.
- Providing the employee with a referral to the District Human Resources Employee Health and Safety office to submit their documentation from their medical provider.
- Engages with the employee in good faith in exploring accommodation options.
- Consults with appropriate campus offices on accommodations.
- Ensures that approved reasonable accommodations are provided to the employee in an effective and timely fashion. This may include ongoing discussions, review, and new decisions.
If the supervisor or District knows of an employee’s disabling condition, the supervisor is encouraged to initiate a discussion with the employee to determine if there is a need for accommodation.
- Accommodation Process Scope
Please note this process only applies to SRJC employees. Students requesting accommodation should contact the Disability Resources Department.
Additionally, the above outlined process does not apply to employees requesting an adjustment based on a family member's medical condition or disability. In such a case, employees should consult with their supervisor/Dean on workplace adjustments, or District Human Resources if family medical leave is required.