Reasonable Accommodation means modification or adjustment to a job, work environment, policy, practice, or procedure that enable an individual with a disability to enjoy equal employment opportunity and that does not impose an undue hardship on the employer

In accordance with WAC 357-26-015, Reasonable Accommodation may include, but is not limited to:

• Accommodation in application procedures, testing, and interview processes; or
• Modifications or adjustments to a job, work method, or work environment that make it possible for a qualified person with a disability to perform the functions of the position, or enjoy the benefits and privileges of employment equal to employees without disabilities.

For the purposes of qualifying for Reasonable Accommodation in employment, the employee and the employer must participate in an interactive process.

The employee and her or his health care provider must provide documentation to HRS indicating that a disability or medical impairment is known or shown to exist in fact; and

The impairment must have a substantially limiting effect upon the individual's: ability to perform his or her job, ability to be considered for a job, or access to equal benefits, privileges, or terms and conditions of employment; and

The existence of the impairment and the medical documentation must establish a reasonable likelihood that engaging in job functions without an accommodation would aggravate the impairment to the extent that it would create a substantially limiting effect. (All medical documentation is to be provided directly to HRS.

Note: A limitation is not substantial if it has only a trivial effect. (RCW 49.60.040(7)(d)(e))

To request a Reasonable Accommodation you and your Health Care Provider needs to complete and submit the following forms to Washington State University Human Resource Office. 

• Employee Request Form
• Medical Release Statement
• Health Care Provider Statement

Accommodations due to an employee's medical condition should be facilitated through Human Resource Services.  If you are asked by your employee to accommodate them due to their own medical condition it is necessary that you refer your employee to Human Resource Services and do not participate in medical discussions with your employee.  Then contact Human Resource Services to notify them that you referred your employee to contact them and any additional information you may be aware of.

Once Human Resource Services all the necessary information review your submitted information and will contact you, your supervisor, and/or appointing authority of your department to discuss your request.  Ultimately the decision as to whether an accommodation is approved is a decision the appointing authority of your department will make.  After a decision has been made Human Resource Services will send you a letter as to the status of your request.

Human Resource Services performs an annual review on all Reasonable Accommodations. This review may include an update as to the status of the job duties, whether further discussion regarding these duties are needed, as well as updated medical documentation to verify that the limitations are still in effect.