Reasonable Accommodation in Employment - DFEH
Reasonable Accommodation in Employment - DFEH
Reasonable Accommodation in Employment - DFEH
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<strong>Reasonable</strong> <strong>Accommodation</strong><strong>in</strong> <strong>Employment</strong>Susan Saylor, <strong>DFEH</strong> Chief Counsel
Overview1. Disability?2. Qualified?3. <strong>Reasonable</strong>?4. Interactive Process
WHAT IS A DISABILITY?– A physical condition that• Affects a major life system, and• Limits the ability to participate <strong>in</strong>a major life activity (MLA)
Example: Nearsightedness
WHAT IS A DISABILITY?DisabilityMaybeNot• HIV/AIDS• Hepatitis• Epilepsy• Cl<strong>in</strong>icaldepression• Bipolardisorder• Diabetes• Multiplesclerosis• Heartdisease• Backconditions• Polio• Hypertensionandhighbloodpressure• Obesity• Pa<strong>in</strong>
The MLA of Work<strong>in</strong>g• Exclusion from as<strong>in</strong>gle job with as<strong>in</strong>gle employerconstitutes alimitation on“work<strong>in</strong>g”
Regarded as hav<strong>in</strong>g a disability• Record or history of physical disability• Regarded as disabled
QUALIFIED?• OK to discrim<strong>in</strong>ate if unable toperform essential duties even withreasonable accommodations
Essential Functions• The fundamental job duties– Not marg<strong>in</strong>al
Example: Essential or Marg<strong>in</strong>al?• A cable <strong>in</strong>staller’s asthmaprevented her from tear<strong>in</strong>g outcables– But tear<strong>in</strong>g out cables occupied only12% of a cable <strong>in</strong>staller’s time– H: Tear<strong>in</strong>g out cables not an“essential function”
REASONABLE?UNREASONABLE = UNDUE HARDSHIP
• Knowledge ofdisability triggersduty toaccommodateNOTICE
ACCESS TO INFORMATION– No diagnosis– May ask for functional limitations
Types of reasonableaccommodations• Mak<strong>in</strong>g facilities accessible• Part-time schedule• Buy<strong>in</strong>g new equipment or devices• Adjust<strong>in</strong>g or modify<strong>in</strong>g exam<strong>in</strong>ations• Provid<strong>in</strong>g qualified readers or<strong>in</strong>terpreters• Leave of absence• Alcohol or drug rehabilitation• Reassignment to vacant position
Reassignment to vacant position• When employee no longer able to performEF• Even if less pay• Preferential consideration over exist<strong>in</strong>gemployees– But, no need to promote or create newposition
THE INTERACTIVE PROCESS
Elements• Timely• Good Faith• Interactive• Purpose is to determ<strong>in</strong>e whetheran effective accommodation canbe found
Hypothetical #1Marriage and Family therapistMary Toot counsels patients<strong>in</strong> psychological crisis for alarge HMO. Due to theconvergence of stressors<strong>in</strong>clud<strong>in</strong>g a high caseload, twopatient suicides, a sexualharassment scandal at theworkplace, and the onset ofmenopause, Mary suffers anervous breakdown,becom<strong>in</strong>g completely unableto work.What should heremployer do?• Leave ofabsence• Return to workwhen Mary’sdoctor says she’sready:– Reduced hours– No crisiscounsel<strong>in</strong>g– Differentsupervisor
Hypothetical #2Nurse Practitioner Deena Mahonperforms rout<strong>in</strong>e patient care atthe OB/GYN cl<strong>in</strong>ic of a largeHMO. She develops repetitivestress <strong>in</strong>juries <strong>in</strong> her wrist andshoulder due to a poorergonomic environment and therelentless appo<strong>in</strong>tment schedule.Her employer replaces some ofthe equipment <strong>in</strong> herexam<strong>in</strong>ation room, but Deenacont<strong>in</strong>ues to experience pa<strong>in</strong> onthe job. After speak<strong>in</strong>g with herdoctor, she br<strong>in</strong>gs <strong>in</strong> a noteask<strong>in</strong>g to work a six hour day.• Ergonomic evaluationof exam room,equipment• Redistribution oftasks?• Flexible schedul<strong>in</strong>g• Undue burdenanalysisWhat should her employer do?
Hypothetical #3Jane Chow works the sw<strong>in</strong>gshift at the County Jail,book<strong>in</strong>g <strong>in</strong>mates. She hashigh blood pressure.Sometimes there are notenough workers report<strong>in</strong>g <strong>in</strong>on the graveyard shift, andJane is required to work adouble shift on those days.When she is asked to work adouble shift, Janeexperiences an episode ofhigh blood pressure, and usesher sick leave to go home.• Should Jane’s employerallow her to be excusedfrom the second shift as areasonableaccommodation?• Now consider that Jane’sunion contract requiresher to work a doubleshift when necessary toprovide adequatecoverage for the Jail.– Does this change youranswer?
THE END