Workplace Accommodations

In accordance with the Fair Employment and Housing Act (FEHA) and the Americans with Disabilities Act (ADA), San Francisco Community College District will engage in the interactive process with qualified employees with disabilities to determine if they can perform the essential functions of their jobs with or without reasonable accommodations.

The interactive process is a discussion between the employee and the district/college to determine reasonable accommodations.  This process may include the employee鈥檚 supervisor(s) and the employee鈥檚 health care provider, or other relevant parties.  The district/college ultimately determines if an accommodation is reasonable.

The employer may request additional information (Supplemental Medical Questionnaire) from the employee鈥檚 medical provider to determine if the individual鈥檚 medical condition constitutes a disability and/or to verify/understand the need for accommodation and the how a specific accommodation(s) will eliminate/minimize the problem, and to provide possible alternative accommodations.

How do I request a medical accommodation?

To request reasonable accommodations pursuant to the ADA, thoroughly complete this form:
 (form last updated: 3/2024)

Who is protected?

A person with a disability is an individual who:

  • has a physical or mental impairment that limits a major life activity; or
  • has a record of such an impairment which is known to the employer; or
  • is regarded by the employer as having, or having had, such an impairment; or
  • is regarded by the employer as having, or having had, a disorder or condition that has no present disabled effect, but that may become a disability.
  • major life activities include seeing, hearing, breathing, walking, speaking, learning, working, caring for oneself, performing manual tasks, lifting, and other physical, mental and social activities, etc.
What are reasonable accommodations?

For existing employees, reasonable accommodations may include any of the following:

  • Sick leave
  • Unpaid additional leave
  • Modifications or adjustments to the work environment that enable a qualified individual with a disability to perform the essential functions of the position
  • Modifications or adjustments that enable an employee with a disability to enjoy equal benefits and privileges of employment as are enjoyed by other similarly situated employees without disabilities
  • Leave of Absence
  • Part-time or modified work schedules
  • Modifying equipment or devices
What are unreasonable accommodations?

Examples of unreasonable accommodations include:

  • Promoting an employee to a position for which they are not qualified
  • Lowering quality or quantity standards
  • Providing personal use items like glasses and hearing aids
  • Creating a new position for an employee
What is a qualified employee?

The FEHA and ADA define a qualified employee as a person who:

  • Satisfies the requisite skill, experience, education, and other job-related requirements of their current job
  • Can perform the essential job functions with or without reasonable accommodations