Generally, to comply with privacy laws, the County is subject to strict limitations with regard to making inquiries about the physical, mental or medical condition of an employee. Employees are therefore responsible for making their disability known and requesting accommodation when needed.
An accommodation may be requested verbally or in writing to the employee’s supervisor or manager, Department ADA Coordinator, or the County’s Human Resources Office. Generally, unless the need for accommodation is obvious, documentation from an appropriate medical provider will be required which identifies:
- The physical or mental limitations imposed by the disability or medical condition; and
- For each limitation, the expected duration and whether it is permanent or temporary.
If the need for accommodation is temporary, the Department will consider whether temporary transitional duty is appropriate, as governed by the County’s Temporary Transitional Duty Program, administered by Human Resources Risk Management Division. If the need for accommodation is permanent, the parties will discuss permanent accommodation.
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