UC Santa Barbara is committed to growing a diverse workforce. In doing so, we seek to provide reasonable accommodations, also called workplace accommodations, for any staff, faculty, academic, or student employee with disability-related limitations or restrictions.
The UCSB Workplace Accommodation Specialists help the employee and their supervisor explore possible reasonable accommodations using the interactive process. This is in compliance with UC Policy, Collective Bargaining Agreements, The Academic Personnel Manual, The Federal Americans with Disabilities Act, and the California Fair Employment and Housing Act.
Questions for the Workplace Accommodations team? Please submit a ticket through HR ServiceNow.
What Are Reasonable Accommodations?
A reasonable accommodation can include, but is not limited to:
- Modified job duties
- Modified work schedule
- Providing assistive equipment
- Modified work environment
- Service or Support Animal
These accommodations can fall under two categories: temporary or permanent accommodations.
Temporary work accommodations allow injured or ill employees to continue healing while working by providing a temporary modified, or alternate work assignment usually up to 90 days and evaluated on a case by case basis.
Ongoing/permanent accommodations are provided for employees with disability related limitations lasting 6 months or longer to allow them to perform the essential functions of a job.
Service and Support Animals
A request for a Service or Support animal in employment is treated the same way as any other request for reasonable accommodation. For more information about Service and Support Animals in employment, please see the UCSB Service and Support Animal Policy. To request a Service or Support Animal in employment please see Process to Request Reasonable Accommodations.
How Do I Start the Request Process?
Process to Request Workplace Accommodations
An employee should notify their supervisor or Chair that they are requesting an accommodation (no diagnosis or confidential medical information should be shared).
Please submit a HR ServiceNow ticket to Workplace Accommodations. Once the supporting medical information has been received, a Workplace Accommodations Specialist will reach out to the employee and the supervisor to confirm the receipt of medical documentation and decide on workplace accommodation ideas.
The interactive process involves ongoing communication between an employee with a disability and their supervisor in an effort to provide reasonable workplace accommodations. During the interactive process, all medical information will be kept confidential. We will only discuss your disability related limitations and restrictions as it relates to your job functions.
This process should include:
- The employee, the supervisor, and workplace accommodations specialist, if needed
- Direct & timely communication between a supervisor and an employee
- Documentation of the discussion and the agreed upon accommodation(s)
COVID-19 Related Accommodations & Adjustments
Please review below for guidance and instruction regarding COVID-19 Accommodations or Workplace and Childcare Adjustments.
Based upon an employees own health condition
Employees who are at increased risk of severe illness from COVID-19 because of an underlying medical condition/disability may request reasonable accommodations.
The Workplace Accommodations team can provide guidance and assistance to identify reasonable accommodations that could reduce COVID-19 related risks. Depending on the circumstances, some examples of workplace accommodations may include: providing additional personal protective equipment (PPE); enhancing physical distancing or modifying the work location; modifying work schedules; modifying non-essential job functions; remote work; or a leave of absence.
To request a COVID-19 related accommodation, an employee should notify their supervisor or Chair and submit an HR ServiceNow ticket to Workplace Accommodations.
Based upon age or caring for/living with an individual at increased risk
An employee's age and the health status of an employee's household member are not grounds for a workplace accommodation based on a "reasonable accommodation." In some cases, there may be options for a workplace adjustment to mitigate increased risk based on an employee's age or the medical condition of a household member.
Employees may discuss the possibility of a temporary COVID-19 related adjustment with their supervisor or Chair.
The ability of departments to make adjustments will vary, and the determination to provide any adjustment is up to the department, based upon operational needs and public health guidance.
Childcare Related Adjustment
Based upon child care needs
Employees may discuss the possibility of a temporary COVID-19 related adjustment based upon child care needs with their supervisor or chair. Shira Minerd, Work-Life Resource Coordinator, is available to help employees and supervisors explore ideas. The ability of departments to make adjustments will vary, and the determination to provide any adjustment is up to the department, based upon operational needs.
- Staff Leave Administration
- Academic Leave Administration
- Academic & Staff Assistance Program (ASAP)
- Ergonomics Program
- Workers' Compensation
Campus Emergency Response
Please see the Environmental Health and Safety website for Emergency Response Procedures for Individuals with Disabilities and to sign up for the UCSB Emergency Response Program.
Campus Accessibility Resources
Please see ADA Compliance Office webpage