Employees with disabilities who need employment accommodations:
UC Davis is committed to providing equal employment opportunities to qualified individuals with disabilities. The University engages in an interactive process to consider employee requests for reasonable accommodation when such accommodations are necessary for the employee to perform essential job functions.
A "reasonable accommodation" is any reasonable adjustment to a job or work environment that permits a qualified employee to perform the essential functions of the job position. Employees are responsible for informing the University when a reasonable accommodation is needed. The University will consider an employee's preferred form of accommodation, but need not agree to the employee's preferred form of accommodation if another form of accommodation is available that is equally effective.
Employees should initiate discussions about reasonable accommodations with their direct supervisor. Disability Management Services can assist departments in providing reasonable accommodations to staff.
Further information about employment-related accommodations for staff and faculty
- Nondiscrimination in Employment (PPSM 12)
- Reasonable Accommodation for Staff (PPSM 81)
- Staff Complaints of Discrimination or Harassment (PPM 400-15)
In the majority of cases, accommodations for employees with disabilities involve low cost or no cost measures. The employee’s home department is responsible for funding accommodations. In the event the cost of accommodations exceeds the capacity for funding at the department level, the department should solicit the responsible Dean or Vice Chancellor for financial assistance. If the cost of accommodations exceeds the capacity for funding at the Dean or Vice Chancellor level, the Office of the Chancellor and Provost should be solicited for financial assistance. Questions regarding funding accommodations and requests for funding assistance from the Office of the Chancellor and Provost should be directed to the ADA Compliance Officer.