Employee Furniture Accommodation Process
When an employee wishes to request an accommodation of a disability under the Americans with Disabilities Act, the following process will be used.
- The employee is referred to Employee Relations when requesting an accommodation to perform his/her job. Contact Judy Castellanos for packet information.
- Employee Relations will send the employee the ADA accommodation paperwork to be completed by a physician. The physician is required to give a detailed explanation of what specific equipment/changes are needed for the accommodation.
- Once the completed paperwork is received, Employee Relations will review the information and determine, with assistance of the Legal Services department, if the employee is qualified as disabled under the ADA guidelines.
- Once the paperwork is reviewed and it is (a) determined that the employee is covered under ADA and (b) the amount of the equipment/furniture needed is under $1,000.00, the college/district unit will need to cover the cost of these accommodations.
- Contact the GCC Procurement Office at (623) 845-3700.
- Each point will be discussed in detail by all parties in order to:
1. clearly understand the situation caused by the disability
2. generate a list of possible accommodations which is as inclusive as possible, an
3. identify areas of concern where more information is needed.
- If it is (a) determined that the employee is covered under ADA and (b) the amount of the equipment/furniture/software is over $1,000.00, Facilities personnel ( Arlen Solochek and Shelley Randall) will be notified via e-mail of the specific request made by the physician as to the accommodations needed (such as chair, work station, etc.).
- If it is determined that the employee is NOT covered under ADA, Employee Relations will notify the college. It is up to the college as to whether to provide some or all of the requested equipment/furniture or not. The employee will be asked to confirm the accommodation offer via e-mail, signaling his/her acceptance of it. This information will become part of the employee personnel record maintained by Human Resources.
