Applicants must be evaluated on their abilities, not their disabilities. In most cases, you may not make any inquiry about a person' s health, medical history, or disability. Contact Human Resources or Affirmative Action for guidance about appropriate questions. When you consider applicants' qualifications, consider their ability to perform essential job functions, with reasonable accommodation if they need it. Accommodation is any alteration in the work environment or the way things are usually done that makes it possible for a person with a disability to do the job.
Examples are assistive devices, removal of barriers, or job restructuring.
For guidance about accommodation, contact the Vocational Rehabilitation Coordinator, x9-4602. UCSC is responsible for providing reasonable accommodation, i.e., any accommodation that does not create undue hardship or direct threat to the employee or others. Decisions about whether an accommodation is reasonable are to be made by the Director of Staff Human Resources or the Executive Vice Chancellor. Current employees who become disabled are also to be provided with reasonable accommodation. Because UCSC holds federal contracts, it is also covered by the employment provisions of the Rehabilitation Act of 1973.