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EMPLOYEE ACCOMMODATION

CSU East Bay supports the employment of faculty and staff with disabilities. In accordance with the
Americans with Disabilities Act (ADA), The Fair Employment and Housing Act (FEHA) and Executive order
1111, CSU East Bay shall provide reasonable accommodations to employees with disabilities and to
applicants with disabilities.

Please note that all accommodations are individualized based on your disability and the nature of your
job.

Contact Us:

Faculty and Staff disability-related accommodations
Risk Management E-mail: jill.millican@csueastbay.edu
Phone: (510) 885-4227

Student disability-related accommodations
Accessibility Services E-mail: as@csueastbay.edu
Phone: (510) 885-3868

Disability Accommodation Procedure for Employee’s

  1. INFORMAL PROCEDURE TO REQUEST ACCOMMODATIONS

    Any employee who needs a modified work environment as a result of a temporary or permanent medical condition is encouraged to arrange modifications on an informal basis.  Employees , supervisors, department chairs, or program directors my initiate an informal work environment modification.  Please contact Risk Management and Internal Control at  510-885-4227.

  2. FORMAL PROCEDURE TO REQUEST ACCOMMODATIONS

    The formal procedure to request accommodation shall be used to resolve accommodation issues after informal procedures have been exhausted.  An employee may also begin formal procedures for accommodations without using any informal procedures.  The Office of Risk Management and Internal Controls will assist in identifying reasonable accommodations.

    Employees will be informed about their right to request reasonable accommodations for disabilities.  Formal requests must be in writing using the Employee Accommodation Request Form.  All Disability Accommodation Requests forms should be submitted to Risk Management and Internal Control for consideration or emailed to jill.millican@csueastbay.edu.

  3. PROCESS FOR FORMAL REQUESTS
    1. The employee may consult with Risk Management at any time.
    2. Complete the Employee Accommodation request Form and forward request to Risk Management.
    3. Risk Management will review the Accommodation request and contact the employee for an intake appointment.
    4. Risk Management will review the Accommodation request and contact the employee for an intake appointment.
      1. Risk Management evaluates how your accommodation request relates to the essential functions of your job. A current position description may be requested. 
      2. Discuss Reasonable Accommodation Options
      3. Additional medical information may be requested from your doctor with the employee’s written permission
      4. Risk Management may need to consult with the supervisor /manager regarding accommodation needs. Note: Only pertinent information will be discussed; No confidential information,  including disclosing diagnostic disability information will be discussed.
    5. Risk Management will host an interactive accommodation meeting with you and your manager of record to finalize reasonable accommodation requests.
    6. A final reasonable accommodation letter will be sent to you and your manager of record
    7. After accommodations are provided, the employee and their supervisor shall evaluate the effectiveness of the accommodation. Upon request by the employee or their supervisor, Risk Management may participate in this process.  If modifications to the accommodation are needed, they should  contact Risk Management to re-initiate the interactive process.
    8. When an accommodation request is denied, Risk Management will send a denial request form to the employee and include a copy of the Appeal Process as described in part IV.
  4. APPEALS PROCESS
    1. If an employee disagrees with the initial decision regarding an accommodation request or believes an accommodation was not provided in a timely manner, the employee has a right to appeal using the following procedure.
      1. Refer to Title IX Office procedures  on how to file a Discrimination, Harassment or Retaliation Complaint (Website link)
      2. Refer to your Bargaining Unit Contract (https://www2.calstate.edu/csu-system/faculty-staff/labor-and-employee-relations/Pages/default.aspx)
      3. Contact the California Department of Fair Employment and Housing (http://www.dfeh.ca.gov/)
      4. Nothing in these procedures should be construed to impede or prohibit a timely filing of an ADA or discrimination complaint with the appropriate external government agency.
  5. RETALIATION

Retaliation against an employee for filing a disability accommodation request, or for filing a complaint or an appeal with the Title IX Office is prohibited.

Contact Us:

E-mail: jill.millican@csueastbay.edu

Phone: (510) 885-4227

Faculty and Staff Forms

These forms are posted as a convenience to faculty and staff. You are encouraged to print out a copy for your records. Some forms on this page will require you to have Acrobat Reader installed on your computer. If you are unable to view these form, please contact Risk Management at 510-885-4227.

Faculty and Staff Accommodations

Contact Us:

E-mail: jill.millican@csueastbay.edu

Phone: (510)885-4227

Disability Accommodation Procedure for Applicants

I. INVITATION TO INTERVIEW
It is the CSU East Bays policy to provide reasonable accommodations for qualified persons with disabilities who are applicants for employment.
If you need assistance or accommodations to interview because of a disability, please contact Risk Management at 510-885-4227 or email: jill.millican@csueastbay.edu

II. DURING THE INTERVIEW
During the interview process, applicants may not be asked questions that are likely to elicit information about, or that are closely related to a disability, including whether an applicant has a particular disability. However, applicants may be asked whether they can perform any or all job functions, including whether applicants can perform job functions with or without reasonable accommodation.
1. Applicants may be asked whether they need reasonable accommodation and what type of accommodation to perform the essential job functions if it is reasonably believed the applicant will need an accommodation because of an obvious disability or if the applicant has voluntarily disclosed a hidden disability.
2. Qualified applicants cannot be denied employment solely on the basis of a need to provide a reasonable accommodation. However, if an applicant who receives a tentative job offer cannot reasonable be accommodated, the offer may be rescinded.
3. Applicants who have received job offers can make accommodation requests using the Employee Accommodation Request form
a. All Accommodation Requests will follow procedures outlined under the Faculty/Staff Accommodations procedures.
III. Appeal Process
1. Applicants for employment have the option to follow the usual discrimination complaint procedures as outlined under the Faculty/Staff Accommodations appeal procedures.
a. Nothing in these procedures should be construed to impede or prohibit a timely filing of an ADA or discrimination complaint with the appropriate external government agency.
IV. Retaliation
Retaliation against an applicant for employment for filing a disability accommodation request, or filing a complaint is prohibited.

Contact Us:

E-mail: jill.millican@csueastbay.edu
Phone: (510)885-4227
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