Business and Administrative Services
ADA Compliance
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UC Santa Cruz
1156 High Street
University of California
Santa Cruz, CA 95064-1077
Email: willats@ucsc.edu
Phone: (831) 459-3759

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Accessing Employment

In general, Title I of the ADA requires employers to (1) have non-discriminatory application procedures, qualification standards, and selection criteria and be non-discriminatory in all other terms and conditions of employment, and (2) make reasonable accommodation to the known limitations of a qualified applicant or employee unless to do so would cause an undue hardship.

The implications of Title I for UCSC employment are as follows:

• Any unit that is recruiting for any position must provide accommodation to applicants -- whether student, staff, or academic -- who request accommodation for a disability during the interview. The most likely requests would be for information in alternative formats (e.g., enlarged print, braille, audiotape), an interpreter for the deaf, or an interview location that is free of barriers to people with impaired mobility. Staff or Academic Human Resources and Student Employment Services can help you arrange accommodations.
• 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, 459-4602.
• 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. In some cases, they may be eligible for reassignment to other vacant positions at UCSC.
• Inquiries and complaints from applicants or employees who believe their rights under the ADA have been violated should be directed to Patti Hiramoto, ADA Compliance Officer for Employment (459-2349 or hiramoto@ucsc.edu).
• Supervisors -- whether staff or faculty -- who have not attended a Human Resources workshop on their responsibilities under the ADA should call Training and Development (459-5565) to sign up for the next available workshop.

Further information about accessing employment:

• The ADA for Staff
• The ADA for Faculty
• The ADA for graduate students
• Implementing Procedures for Staff Employees
• Implementing Procedures for Academic Employees

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