Managers and Supervisors

The collaboration of an employee's manager/supervisor in the interactive process is critical to EARC. Under the FEHA and ADA, a manager/supervisor of an employee with a qualified disability has the following legal responsibilities:

1. Engaging in the interactive process in a timely manner, which includes:
   • referring an employee to the EARC when an employee approaches you regarding a disability/medical condition and/or requests an employment accommodation (see "More" section below for important details on referral guidelines);
   • refraining from requesting and accepting medical documentation from an employee who has a disability/medical condition and/or requests an employment accommodation;
   • consulting with EARC regarding any undue hardship, business necessities, and the effectiveness of proposed accommodations in enabling the employee to perform the essential job functions; and
   • overseeing the implementation and maintenance of the prescribed accommodations, if accommodations are prescribed; and
2. Maintaining information relating to the employee's accommodations and/or status as an employee with a disability strictly confidential.

More

• When and how do I refer an employee to EARC?
• Show me more information on employee confidentiality.
• Disability Etiquette Guide [pdf]
• EEOC Addresses Performance & Conduct Issues under the ADA
• The ADA:  Your Responsibilities as an Employer (Note:  Be sure to scroll all the way down to the "Additional Questions and Answers on the ADA" section of this webpage, as the Q&A provided are very informative.)