Reasonable accommodation is mandated by District policy and Federal and State law, specifically Americans with Disability Act (ADA) and Fair Employment and Housing Act (FEHA). The term "reasonable accommodation" is defined as a change in the work environment or in the application process that enables a person with a disability to enjoy equal employment opportunities.

An individual with a disability...

1) has a physical or mental impairment that limits one or more of the person's major life activities

 2) has a record of such impairment, or

3) is regarded as having such an impairment.

The process starts when an oral or written request for reasonable accommodation is made to your principal, administrator, or supervisor for a reason related to a medical condition. The request may be made using "plain English" and does not require the mention of American and Disabilities Act (ADA) or related phrases such as "reasonable accommodation".

Once you have made a request for reasonable accommodation, your supervisor should discuss available options with you. If you have a disability that is not obvious, your supervisor may request documentation that demonstrates the disability and explains the need for reasonable accommodation. All medical records will be kept confidential. You and the supervisor must engage in an informal interactive meeting process to determine any appropriate accommodation. If informal accommodation cannot be made at your worksite, you or your supervisor should complete the reasonable accommodation application found in BUL-4569.1 Reasonable Accommodation for Individuals with Disabilities and provide it to the disabilitymanagement@lausd.net email address.

Upon Receiving the Application Materials from the Employee/Applicant or Supervisor, the Reasonable Accommodation Program Will Send a Written Acknowledgment of Receiving the Application for Reasonable Accommodations.

The Program Will Evaluate the Reasonableness of the Requested Accommodation Based on the Specific Circumstances. If the Information Provided by the Employee/Applicant Is Insufficient or Needs Independent Verification, the Disability Coordinator May Refer the Case to the District Medical Director. The District May Request Additional Medical Information, Including an Independent Medical Examination of the Employee/Applicant, If It Is Job-related and Essential As per Legal Requirements.

Additionally, the Disability Coordinator May Form a Reasonable Accommodation Committee, Consisting of Certificated and Classified Personnel. This Committee Will Review Requests for Reasonable Accommodation When an Informal Accommodation Is Not Viable in the Workplace. the Employee/Applicant Seeking Accommodation Will Be Given the Chance to Address the Committee, Provide Additional Relevant Materials, and Request the Site Administrator to Speak Before the Committee As Necessary.