- When an employee cannot be reasonably accommodated in his or her current position, federal and state laws require that a non-competitive transfer to a vacant position—at or below the employee’s current level—be considered, barring undue hardship.
- Prior to transfer or reassignment to a vacancy, it must be determined that the employee is qualified for the position and can perform the essential functions of the position with or without reasonable accommodation. The essential functions of the position are generally duties included in the position description for the vacancy. A review of the position description may be required in order to incorporate all current duties.
- These regulations also require consideration of a voluntary demotion and/or a part-time position, with termination being the last resort.
- Campus policy and disability discrimination laws require that the following efforts be exhausted prior to consideration of reassignment as an accommodation:
- Interactive problem-solving efforts between the supervisor, Divisional Disability Representative (DDR), and the employee to identify reasonable accommodations for the employee’s current position.
- Consultation between the supervisor, DDR, and the Office for Equity and Diversity to explore other options such as technical assistance from the Job Accommodation Network (JAN) and/or the Regional ADA Technical Assistance Office.
- An employee who cannot be accommodated in his or her current position will be advised of the reassignment-as-an-accommodation process by the DDR and should be referred to the Office for Equity and Diversity's Disability Coordinator/Employment, Classified Human Resources Director, or Academic Personnel Office Director (or designee) if there are questions about this process.
- If an employee has filed an appeal under Section VII of the Classified Staff Disability Accommodations policy or Section VII of the Academic Staff Disability Accommodations policy regarding a disability accommodation decision, the employee may request the reassignment-as-an-accommodation process be suspended. The DDR will consider a suspension of the reassignment-as-an-accommodation process upon written request by the employee and after consultation with the Office for Equity and Diversity's Disability Coordinator/Employment.
The procedures below should be used after it has been determined that the employee currently is able to work but cannot be accommodated in his or her current position.