Q: What is a reasonable workplace accommodation?
A: The term “reasonable accommodation” is most often used to reference a workplace accommodation made under Title I of the Americans with Disabilities Act (ADA).
A workplace accommodation is a workplace modification an employer makes in an effort to support an individual with a disability so they can apply for a job, perform the essential functions of the job, and enjoy the job benefits.
Published: August 20, 2020
Q: What is the accommodation process?
A: When the District receives a request for workplace accommodations, the ADA Coordinator, or confidential designee, will engage the employee in an “interactive process” to determine if their health condition and job responsibilities warrant a need for reasonable workplace accommodations and if so, identify possible accommodations.
The interactive process’s goal is to support employee efforts to safely and successfully perform the essential functions of their roles.
Published: August 20, 2020
Q: How do I know if I am eligible for workplace accommodations?
A: To be eligible for reasonable accommodations under the Americans with Disabilities Act (ADA), you must have a condition that meets the ADA’s definition of a disability.
As defined by the ADA, a disability is a physical or mental impairment that substantially limits one or more major life activities, or is an employee who has a history or record of such an impairment or is an employee who is perceived by others as having such an impairment.
If an employee’s health condition does not qualify as a disability, the District may consider appropriate flexibilities to support staff efforts in the workplace.
Published: August 20, 2020
Q: I am over 65. Do I automatically qualify for ADA accommodations?
A: No, not automatically. Generally, an employee will not qualify to receive accommodations solely based on age. All employees interested in exploring workplace accommodations need to engage in the interactive process with the District to determine if their health condition and job responsibilities would warrant a need for accommodation.
Updated: May 4, 2023
Q: I am pregnant. Do I qualify for ADA accommodations?
A: Maybe. Generally, pregnancy alone does not entitle an employee to workplace accommodations. However, some pregnancy-related conditions could be considered a “disability” under the ADA. Additionally, based on available information, pregnant people may be at an increased risk of severe illness from COVID-19 compared to non-pregnant people. If a pregnancy-related condition does qualify as a disability, the District will engage in the reasonable accommodation process.
Published: August 20, 2020
Q: I am a caregiver or live with someone with a disability and/or is in a higher risk category. Does this make me eligible for workplace accommodations?
A: Caregivers of individuals with disabilities or employees who have high-risk individuals in their households are not entitled to workplace accommodations under the federal ADA. Employees in this situation may be entitled to leave under the federal Family and Medical Leave Act (FMLA) and/or the Oregon Family Medical Leave Act (OFLA).
Although employees are not entitled to workplace accommodations based on the health status of a member of their household, the District is willing to consider flexibilities that support a successful return to the workplace.
Published: January 3, 2021
Q: Does my leave have to be unpaid?
A: It depends. If a healthcare provider determines you are unable to return to work due to a serious health condition, you may be eligible to use paid leave in you qualify for leave in accordance with the federal Family Medical Leave Act (FMLA) and/or Oregon Family Medical Leave Act (OFLA).
Published: January 3, 2021
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