Washington State University is committed to providing equal opportunity in its services, programs, and employment for individuals with disabilities. The University complies with federal and state laws regarding Reasonable Accommodation for persons with disabilities.
Reasonable Accommodation means modification or adjustment to a job, work environment, policy, practice, or procedure that enables an individual with a disability to enjoy equal employment opportunity and that does not impose an undue hardship on the employer. Washington State University will provide Reasonable Accommodation for known physical, mental, or sensory limitation of an otherwise qualified individual.
To request Reasonable Accommodation the following forms should be completed by the employee and/or Health Care Provider and returned to Human Resource Services.
Forms
Alternative Job Search
The University attempts to place an employee with a documented disability in an equivalent or lower status vacant position for which the employee qualifies if: the employee is no longer able to perform the functions of his or her position with or without reasonable accommodation; medical documentation establishes a reasonable likelihood that engaging in job functions without a reasonable accommodation would aggravate the impairment to the extent that it would create a substantially limiting effect and no reasonable accommodation for the position exists; and/or accommodation in the present position would cause an undue hardship. Generally, placement under this policy is without competition. However, an employee covered by this policy may compete with other similarly-situated candidates for the same non-promotional position. The employee must meet the minimum qualifications and specific position requirements for any vacant position offered as a reasonable accommodation. The employee must meet those position requirements with or without a reasonable accommodation. Under this policy, the University is not required to: create a position, displace another employee, offer a promotion, or move an employee into a position for which the employee is not qualified. Refusal by the employee to cooperate with the placement efforts or to provide adequate medical documentation may result in separation or the employee not receiving reasonable accommodation.
Disability Separations
A disability separation is an action taken to separate an employee from service when the employer determines that the employee is unable to perform the essential functions of his or her position or class with or without reasonable accommodation due to mental, sensory, or physical incapacity. Disability separation is not a disciplinary action. (WAC 357-46-160) If no applicable position is available (through an alternative vacant position), and after the employee has exhausted his or her family medical leave entitlement, the employee may be separated from the University and accorded reemployment assistance for a period of two years.
Policies
- BPPM 60.21
- WAC 357-26-010 When must an employer provide reasonable accommodation?
- WAC 357-26-015 What actions may an employer take to provide reasonable accommodation?
- WAC 357-26-020 What is the requirement for employers to have a policy and procedure covering reasonable accommodation?
- WAC 357-26-025 May an employee who is unable to perform the essential functions of a position request to be separated from employment?
The Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits employers and other entities covered by GINA Title II from requesting or requiring genetic information of an individual or family member of the individual. To comply with this law, we are asking that employees and departments do not communicate any genetic information or medical information at the department level. “Genetic information” as defined by GINA includes an individual’s family medical history, the results of an individual’s or family member’s genetic tests, the fact that an individual or an individual’s family member sought or received genetic services, and genetic information of a fetus carried by an individual or an individual’s family member or an embryo lawfully held by an individual or family member receiving assistive reproductive services.
