Faculty ADA Accommodations FAQ
The ADA defines a person with a disability as a person who has a physical or mental impairment that substantially limits one or more major life activity. Under California FEHA a disability is defined as having a physical or mental impairment that 鈥渙nly limits鈥 and not 鈥渟ubstantially limits.鈥
This includes people who have a record of such an impairment, even if they do not currently have a disability. It also includes individuals who do not have a disability but are regarded as having a disability. The ADA also makes it unlawful to discriminate against a person based on that person鈥檚 association with a person with a disability.
An individual with a disability must also be qualified to perform the essential functions of the job with or without reasonable accommodation. This means that the applicant or employee must: satisfy the job requirements for educational background, employment experience, skills, licenses, and any other qualification standards that are job related; and be able to perform those tasks that are essential to the job with or without reasonable accommodation.
Essential job functions are the basic job duties that an employee must be able to perform, with or without reasonable accommodation. Each job is carefully examined by reviewing the position description and/or written advertisement of the job to determine which functions or tasks are essential to performance.
Reasonable accommodation is any appropriate measure that would allow the applicant or employee with a disability to perform the essential functions of the job. It can include making facilities accessible to individuals with disabilities or restructuring jobs, modifying work schedules, buying or modifying equipment, modifying examinations and policies, or other accommodations including auxiliary aid.
Yes, all academic employees working at the university are eligible to apply for the reasonable accommodation process. The process is the same for all employees.
Yes, as a Unit 11 employee of the university you are eligible to apply for the reasonable accommodation process. The process is the same for all employees.
Contact your immediate supervisor or email the Faculty Affairs office at aa-FacultyLOA@csulb.edu to schedule an appointment to begin the interactive process to discuss and identify appropriate accommodation options. Please make all requests early. This process may take several weeks to complete, depending on how soon we receive your information and the necessary documentation from your physician.
The Interactive Process is an on-going communication between the employee with a disability, their supervisor, and the University to arrive at a reasonable accommodation.
The Interactive process is a meeting or series of meetings between the employer and the applicant or employee with a known disability. The purpose of the meeting is to consult with the individual to ascertain the precise job-related limitations and how they could be overcome with reasonable accommodation; and identify potential accommodation and assess their effectiveness.
A Transitional Return-to-Work Program allows an employee with temporary restrictions to work in a modified, alternative, or limited-hours capacity for a defined period while recuperating from an injury or illness.
Under the ADA, service animals are defined as animals that are individually trained to do work or perform tasks for people with disabilities. Some service animals may be professionally trained; others may have been trained by their owners. However, the task that the service animal is trained to do must be directly related to the owner鈥檚 disability. Animals whose sole function is to provide comfort or emotional support to not qualify as service animals under the ADA.
To determine if an animal is a service animal, you may ask two questions:
- Is the dog a service animal required because of a disability?
- What work or task has the dog been trained to perform?
All restrooms on campus are ADA accessible.
