Loma Linda University is committed to providing a workplace that is supportive of employees in their work environments.
Each year, a significant number of employees request accommodations for disabilities involving physical or mental disability. In accordance with state and federal law, LLU provides services and reasonable accommodations to employees who need and have a legal entitlement to such accommodations.
The Americans with Disabilities Act (ADA), and the Fair Employment and Housing Act (FEHA)/AB2222 were both developed to protect qualified applicants and employees with a physical or mental disability from employment discrimination or harassment.
A qualified individual with a disability is someone with a disability who satisfies the requisite skill, with experience, education and other job-related requirements of the employment position held or desired; and who, with or without reasonable accommodation, can perform the essential functions of the position. LLU engages in the interactive process to determine ADA/FEHA eligibility and attempt to reasonably accommodate such individuals.
A reasonable accommodation is any adjustment to a job or a work environment that allows an employee with a qualified disability to perform the essential functions of a job. An essential function may not be eliminated in order to accommodate an employee. An essential function might include, but is not limited to,a job task, the ability to rotate or cover for another person, or the ability to work specific hours.
Reasonable accommodations are selected during the interactive process and may, if appropriate, include, but are not limited to, one or more of the following:
- providing accessibility as needed,
- restructuring or modifying a job,
- modifying work hours,
- leave for recovery and treatment, and/or
- acquisition or modification of equipment.
Any employee who believes that he or she qualifies for accommodation due to a disability or has been discriminated against or harassed due to their disability, should contact their supervisor and the human resources department. For more information, refer to LLU Policy I-37.