If the DRC determines the University cannot effectively accommodate an employee in her current position, the employee may request permanent reassignment to a vacant University position for which she is qualified as a reasonable accommodation. Upon requesting reassignment, for a period of 30 days, the University will review vacant positions that have been posted to CareerTrack or have been submitted to be posted. Once an employee requests reassignment, he will be unable to return to h
The University has a number policies related to leave and pay options for when employees are on leave, such as the Federal Family and Medical Leave Act Policy, Paid Sick Time Policy, Personal Leave of Absence Policy, and Compassionate Transfer of Leave Policy. University leave policies can be found in the Classified Staff Policy Manual and University’s Handbook on Appointed Personnel.
Job restructuring includes redistributing marginal job functions and altering how a job function is performed. For example, if an employee is responsible for occasionally carrying heavy boxes upstairs in a building with no elevator but is no longer able to do so because of a disability or pregnancy, that job function could be redistributed to another employee as an accommodation. Alternatively, if an employee is responsible for occasionally delivering heavy boxes on the same floor, the University could provide a rolling cart as an accommodation.
The University’s Cart Service, which provides transportation via golf carts to areas of campus not serviced by Cat Tran, is facilitated by Parking and Transportation Services (PTS). The DRC determines whether employees are eligible for Cart Service on a permanent basis because of a disability, and Campus Health determines whether employees are eligible for temporary Cart Service because of an injury, condition, or pregnancy.
Flexible work arrangements offer employees flexibility in terms of when and where work is performed. The following are examples of flexible work arrangements:
The University is committed to inclusive and accessible workplace environments. To make the workplace more inclusive and accessible for disabled and pregnant employees, DRC consults with employees and supervisors on potential solutions, such as reasonable accommodations or changes to the environment that may facilitate better access.
We welcome you to contact us to discuss potential reasonable accommodations or how to increase access in the workplace.