An Administrator's Guide to California Private School Law Compendium

 Establishing part-time or modified work schedules.  Reassignment to a vacant position.  Acquisition or modification of equipment or devices.  Appropriate adjustment or modification of policies, examinations and/or training materials.  Providing qualified readers and interpreters.  Permitting the use of accrued paid leave or providing additional unpaid leave for necessary treatment.  Making employer provided transportation accessible.  Providing reserved parking spaces.  Providing personal assistants to help with specified duties related to the job.  Allowing the qualified individual with a disability to provide and use equipment, aids and services that an employer is not required to provide (e.g., wheelchair).  Providing the use of leave time.

 Maintain confidentiality; only supervisors with a need to know should be informed of the accommodations in place. Inability to Accommodate an Employee  Determination of inability to accommodate must be supported by evidence of either:  Undue hardship, or  Direct threat of harm to employee or others.  Undue hardship may be established by:  Significant difficulty in implementation.  Significant expense.  Undue disruption.  Fundamental alteration of the nature or operation of the school’s business and/or services.  Written notice must be provided to the employee of the determination and reasons supporting the inability to reasonably accommodate.

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