| What to do |
How to do it |
| 1 |
Identify the need for a faculty or staff member’s job accommodation. |
- Identify this need through:
- Observation
- Verbal or written notice from the faculty or staff member
- Medical note from the faculty or staff member’s licensed treatment provider
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| 2 |
Begin the interactive process in a timely manner. |
- Identify job-related abilities and limitations with your faculty or staff member, unless limitations are obvious.
- If not provided, ask the faculty or staff member to obtain medical documentation of job-related abilities and limitations to support job accommodation. Documentation may include a completed:
- Statement from a licensed treatment provider
- Cognitive Functional Capabilities and Restrictions form (PDF) (Word file)
- Physical Functional Capabilities and Restrictions form (PDF) (Word file)
- Family and Medical Leave Certification (PDF)
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| 3 |
Involve UCSD Accommodation Counseling and Consulting Services.
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- Contact Accommodation Counseling and Consulting Services, (858) 534-6744, to:
- Receive guidance on the interactive process
- Obtain other necessary forms
- Request an interactive process meeting
- Fax the latest licensed treatment provider's statement or other completed form to the ACCES counselor, (858) 534-0190.
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| 4 |
Participate in the interactive process meetings. |
- Identify the faculty or staff member's essential and non-essential functions using the job description.
- Consider whether your faculty or staff member's limitations are temporary or permanent, as indicated by a licensed treatment provider.
- Determine if the limitations interfere with the faculty or staff member performing the job function in the traditional way.
- Identify possible job accommodations:
- Discuss which job accommodation request may be reasonable or may cause undue hardship on your department.
- Complete the Job Accommodation Interactive Process form provided by the counselor, indicating:
- A clear explanation of your objective analysis of reasonable and unreasonable job accommodation requests
- Why an unreasonable job accommodation would cause undue hardship on your department
- If a reasonable job accommodation cannot be identified:
- Consider alternate vacancies within your department or vice chancellor area
- Discuss special job placement assistance available through Accommodation Counseling and Consulting Services
Note: Do not ask the faculty or staff member for confidential medical information. Ask for information about how the medical condition affects the faculty or staff member's abilities to perform job functions. Be aware that information provided regarding the faculty or staff member's medical condition is confidential.
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| 5 |
Implement selected job accommodation. |
- Document the selected job accommodation and sign the Job Accommodation Interactive Process form. Include:
- Start date of accommodation
- Costs associated with the accommodation
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| 6 |
Follow up on the accommodation.
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- Discuss the accommodation regularily with your faculty or staff member to assess satisfaction and determine effectiveness.
- If accommodation is unsuccessful, continue the interactive process to evaluate other accommodations.
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