The process for requests of reasonable accommodation includes:

• Identifying the Request
  Employees may directly request accommodation by contacting human resources at hrdisabilityaccess@glendale.edu. They may also indirectly make a request by indicating that they may need a change in the workplace because of a medical condition. This indirect request may be made in writing or orally to their supervisor, other member of management or human resources. The person receiving an indirect request should clarify if the employee is seeking reasonable accommodation if the request is unclear. The employee should then be direct to human resources to start the process.
  
  
• The Interactive Process 
  The request for reasonable accommodation initiates the interactive process. The Interactive Process requires timely communication and good-faith exploration of possible accommodations between the District and the individual in need of reasonable accommodation. The shared goal is to identify an accommodation that allows the individual safely and fully perform their job functions.
  
  A robust interactive process frequently requires input from the department manager, the individual and/or the individual’s health care provider. Other departments, a third-party vendor, as well as outside disability-related organizations, may be consulted depending on the type of request sought.
  
  
• Health Care Provider Certification 
  When the disability or need for accommodation is not obvious, the individual will be asked to provide a written statement from their health care provider. The District will provide the individual with a supplemental medical questionnaire, which includes a list of questions to give to the health care provider or other appropriate professional to answer. The health care provider will also be provided with the employee's job description, when available, in order to have an informed opinion as to any accommodations that will both meet the job requirements and help to maintain positive health.
  
  Information that should be provided in the completed supplemental medical questionnaire include:
  
  1. Verification that the employee has a disability;
  2. What the employee’s work restrictions or functional limitations are;
  3. Recommendations for specific reasonable accommodation(s); and
  4. Indication of whether the limitations are temporary or permanent; if the functional limitations are temporary, a time frame for when they are expected to end must be provided.
  
  The District will not request, nor can it receive, any protected or private medical information from the individual or their health care provider that relates to medical diagnosis, treatment plan, medications or genetic information of the employee or family member.
  
  
• Assessing Options for Reasonable Accommodations 
  The next step in the interactive accommodation process is to determine what, if any, reasonable accommodation should be provided. During the interactive process, human resources will support the employee requesting the accommodation and make collaborative efforts with the employee’s manager, Human Resources, and, if requested, a representative selected by the employee, to determine the most effective reasonable accommodations to implement. The interactive process and accommodation discussion shall include: 
  
  1. Reviewing the individual’s job description and the essential functions of their position.
  2. Reviewing the individual’s work restrictions or limitations that need reasonable accommodation. 
  3. Having an open discussion about what accommodation solution(s) may support the employee in successfully performing the essential functions of their position.
  
  
• Determination of Reasonable Accommodation  
  An accommodation is deemed reasonable under the ADA if the accommodation does not pose a safety concern to the individual or others or cause an undue hardship. A reasonable accommodation should support the individual in safely performing the essential functions of their position. 
  
  Some accommodations are implemented on a long-term basis, while other accommodations may last for only a temporary period. Every situation is unique and dependent on the individual’s limitations, restrictions, specific accommodation needs, and the impact the accommodation will have on job performance and business operations. 
  
  When a temporary accommoRequests for Reasonable Accommodation Due to a Medical Condition dation is implemented, the individual will be required to submit an updated supplemental medical questionnaire by the end date for the temporary work restrictions if they require further accommodation. Human resources will then meet with the employee to review the updated limitations and job description to assess the availability of reasonable accommodation. 
  
  If a reasonable accommodation is approved and implemented and is no longer effective, then the interactive process will be reassessed. If a request for accommodation is denied, the denial and reason for the denial will be communicated to the individual requesting the accommodation during the interactive process. The District will continue to explore additional options for accommodation, for example, leave of absence as a form of accommodation. 

The District has an affirmative duty to provide reasonable accommodations to employee-victims of domestic violence, sexual assault, or stalking, that would protect the safety of the employee-victim while at work. The District endeavors to identify safety-related accommodations that do not cause undue hardship and that do not compromise the safety and health of all employees.

The District may require a victim of domestic violence, sexual assault, or stalking and who requests an accommodation to provide for their safety at work, to provide a written statement regarding the need for the accommodation, and a certification of their status as a victim of domestic violence, sexual assault, or stalking. In addition, the District may request recertification of the documentation every six months. If circumstances change and the employee needs a new accommodation, the employer must restart the certification and interactive process.