Disability Accommodation Policy
To comply with applicable laws ensuring equal employment opportunities for individuals with disabilities, SDSU Research Foundation (SDSURF) will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability who is an employee or an applicant for employment, unless undue hardship and/or a direct threat to the health and/or safety of the individual or others would result.
A reasonable accommodation is a modification or adjustment to a job or the work environment that will enable an applicant or employee with a disability to participate in the application process or to perform essential job functions. Reasonable accommodation also includes adjustments to assure that an individual with a disability has rights and privileges in employment equal to those of employees without disabilities.
Any employee who requires an accommodation in order to perform the essential functions of their job, enjoy an equal employment opportunity, and/or obtain equal job benefits should contact Human Resources to request such an accommodation. Human Resources will communicate with the employee and engage in an interactive process to determine the nature of the issue and what, if any, reasonable accommodation(s) may be appropriate. In some cases, this interactive process may be triggered without a request from the employee, such as when SDSURF receives notice from its own observation or another source that a medical impairment may be impacting the employee’s ability to perform essential job functions.
Employees who believe they need an accommodation must specify, preferably in writing, what barriers or limitations prompted the request. SDSURF will evaluate information obtained from the employee, and possibly the employee’s health care provider or another appropriate health care provider, regarding any reported or apparent barriers or limitations, and will then work with the employee to identify possible accommodations, if any, that will help to eliminate or otherwise address the barrier(s) or limitation(s). If an identified accommodation is reasonable and will not impose an undue hardship on SDSURF and/or a direct threat to the health and/or safety of the individual or others, SDSURF will generally make the accommodation, or it may propose another reasonable accommodation which may also be effective. Employees are required to cooperate with this process by providing all necessary documentation supporting the need for accommodation and being willing to consider alternative accommodations when applicable.
SDSURF will also consider requests for reasonable accommodations for medical conditions related to pregnancy, childbirth, and lactation if supported by medical documentation and/or as required by applicable federal, state, or local law.
SDSURF will also consider requests for medical leave of absences that extend beyond the limits under any state or federal mandatory leave laws. Employees are expected to provide advanced notice, if practical, and provide medical documentation from a physician supporting the need for the leave of absence.
Employees who wish to request unpaid time away from work because of a qualifying disability should speak to Human Resources regarding a proposed accommodation.
All information obtained by SDSURF concerning medical conditions or history of employees, including genetic information, is maintained in separate medical files and treated as confidential records that are disclosed only as permitted by law. HR representatives and supervisors who have knowledge of employees’ medical information are prohibited from sharing such information unless others need to be informed.
SDSURF will not retaliate or otherwise discriminate against an employee or applicant who requests an accommodation in accordance with this policy. Employees who believe that they have been treated in a manner not in accordance with this policy should notify Human Resources.
