Reasonable Accommodation

Santa Rosa Junior College ("District") provides reasonable accommodation to all employees who need assistance to perform the essential functions of their positions.

An accommodation is reached after an Interactive Process Meeting 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 job to remove non-essential duties
  • Granting a full or partial leave of absence
  • Altering work schedule or work location
  • Providing equipment, devices, software
  • Offering qualified readers or interpreters
  • Medical or religious policy exemptions
  • Process Overview / Start-Here
    • Employee notifies their administrative supervisor or Human Resources regarding their need for accommodation due to a functional or medical limitation.
    • Employee completes the Reasonable Accommodation Request Form and emails it to Human Resources Employee Health and Safety.
    • Human Resources requests medical documentation and conducts an Interactive Process Meeting with employee and supervisor. Additional documentation from the employee's medical provider may be requested.
    • Human Resources consults with the employee's supervisor to determine the feasibility and departmental impact of the requested accommodation.
    • Employee is informed whether the Reasonable Accommodation Request is approved or denied.
  • Employee Responsibilities
    • Initiate the Process – Email the Reasonable Accommodation Request Form to Employee Health and Safety.
    • Provide Job Details – Share information about essential duties and limitations.
    • Supply Documentation – Offer relevant medical provider documentation. Medical notes are valid for one calendar year.
    • Participate Actively – Engage in good-faith dialogue with Supervisor and Human Resources to explore options.

    Note: Reasonable Accommodations are only for SRJC employees (including Student Employees in the capacity of their job). Non-employee students should contact Disability Resources for support.

  • 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:

    • Support the Interactive Process in coordination with Human Resources
    • Refer employees to Human Resources for document submission
    • Collaborate in good faith to explore options
    • Coordinate with relevant campus offices on feasible accommodations
    • Ensure accommodations are implemented effectively and promptly, including follow-up and reassessment as needed

    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.
     
  • Human Resources Responsibilities
    • Coordination of intake request and documentation
    • Facilitate the Interactive Process Meeting with employee and supervisor
    • Assess feasibility and department impact
    • Formal decision-making and communication to employee
    • Support supervisors with implementing and monitoring approved accommodations
    • Follow up with employee for documentation until the file is closed