When the disability or the need for accommodation is obvious, the supervisor should inquire whether the employee has a need for assistance.Īn employee should not be asked whether s/he has a disability or any other question about his/her medical condition. A request for assistance or indication by the employee that some corrective measure may need to be taken can be made verbally and casually, as well as formally. The employee does not have to formally notify the supervisor or department in writing. However, unless the disability or the need for accommodation is obvious, it is the responsibility of the employee to inform the supervisor that an accommodation is needed in order to perform the essential job functions, or to receive equal benefits and privileges of employment. The Interactive Process can begin in a number of ways. The law requires that employees and employers engage in the Interactive Process. The Interactive Process is the way in which employees, supervisors, and their departments arrive at a reasonable accommodation. Using the Interactive Process to Reach a Reasonable Accommodation Accommodation options will be considered in discussions with the employee. The campus will explore reasonable accommodation options when an employee requests accommodation, or there is evidence that an employee may need accommodation due to a covered disability. This includes efforts at reasonable accommodation that will allow the employee to perform the essential assigned duties of her/his position. When an employee becomes unable to perform the essential, assigned duties of the currently-held position as a result of a covered disability, the Berkeley campus is committed to providing services to assist the employee. Family and Medical Leaves of Absence (FMLA/CFRA/PDL).Resources: Vocational Rehabilitation Counselor, Employee Relations Consultant, Department Human Resources Manager, Employment Analyst, Benefits staff. The procedures apply for employees covered by the Americans with Disabilities Act (ADA), The California Fair Employment and Housing Act and/or Sections 503/504 of the 1973 Rehabilitation Act.ĭecision-making authority: Department head or designee.
Email: Phone: +1-60ġ-86 (Toll-free for test takers in the United States, U.S.NOTE: These procedures supplement relevant personnel policies and collective bargaining agreements, and should be read in conjunction with those provisions. Contact ETS Disability Servicesįor general information, contact ETS Disability Services Monday–Friday, 8:30 a.m. Courier Service: ETS Disability ServicesĮwing, NJ 08628-1426 U.S.A. Send your completed forms and documentation to: Email: Mail: ETS Disability Services You can also submit requests for accommodations via email or mail. Requesting Accommodations By Email or Mail You can do the following online through your ETS account: Requesting Accommodations Through Your Online Account If you have a health-related need that requires you to bring equipment, beverages or snacks into the testing room, or to take extra or extended breaks, you must follow the accommodations request procedures in the Bulletin Supplement for Test Takers with Disabilities or Health-related Needs. Please wait for your approval email before attempting to make a test appointment.
#I request reasonable accommodations during my appointment. how to
Once you've been approved, you'll receive an email providing instructions on how to register for the test.
If you are required to submit additional documentation, the review can take another 6 weeks from the time the new documents are received. Documentation review takes approximately 6 weeks once your request and completed paperwork are received.
Submit your request as early as possible, especially if you're requesting an alternate test format. You must submit your request and have your accommodations approved by ETS Disability Services before your test can be scheduled.
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