WHO IS ENTITLED TO REASONABLE ACCOMMODATIONS?

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The California Fair Employment and Housing Act (“FEHA”) requires employers of five or more employees to provide reasonable accommodation for individuals with a physical or mental disability to apply for jobs and to perform the essential functions of their jobs unless it would cause an undue hardship.

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WHAT ARE SOME TYPES OF REASONABLE ACCOMMODATIONS?

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Reasonable accommodation can include, but is not limited to, the following:

 

• Changing job duties

• Providing leave for medical care

• Changing work schedules

• Relocating the work area

• Providing mechanical or electrical aids

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EMPLOYERS HAVE A DUTY TO ENGAGE IN THE INTERACTIVE PROCESS

 

Employers must initiate an “interactive process” when an applicant or employee requests reasonable accommodations. The employer must also offer to initiate an interactive process when the employer becomes aware of the possible need for an accommodation. This awareness might come through a third party, by observation, or because the employee has exhausted leave benefits but still needs reasonable accommodation.

 

In California, it is unlawful for an employer to fail to engage in a timely, good faith, interactive process. The point of the process is to remove barriers that keep people from performing jobs that they could do with some form of accommodation.