Accessibility | FAQs and FA

​​​​FAQs: Workplace Accommodations

1. What is a workplace accommodation?

A workplace accommodation is a modification or adjustment to a job, the work environment, or the way in which a job is usually done that enables an individual with a disability, who is otherwise qualified to perform a job, to attain the same level of performance and to enjoy the same benefits and privileges of employment. Examples of workplace accommodations include ergonomic equipment and/or modification to a workstation, use of assistive technology, use of auxiliary aids and/or services, leave, modifications to work schedule, etc.

2. What laws provide protection for individuals with disabilities?

The federal and state laws that protect individuals with disabilities requesting workplace accommodations are the Americans with Disabilities Act of 1990 (ADA), the Americans with Disabilities Amendments Act of 2008 (ADAAA), and the California Fair Employment and Housing Act (FEHA). The ADA is a federal civil rights law that prohibits discrimination against persons with disabilities. The employment provisions of the ADA prohibit employers from discriminating on the basis of disability and require employers to provide reasonable accommodations to individuals with disabilities who are qualified to perform a job. The ADA also requires public access and nondiscrimination by public entities, as well as enhances access to transportation and telecommunications. FEHA is the state of California civil rights law that prohibits discrimination against persons with disabilities in employment and ensures equal access by requiring employers to provide employees with reasonable accommodations to perform the essential functions of their job.

3. What is considered a disability under the ADA/FEHA?

A disability is defined as a physical or mental impairment that limits one or more of a person's major life activities. Major life activities can include seeing, hearing, walking, standing, sitting, breathing, caring for oneself, the operation of major bodily functions, learning, etc.

4. How do I request a workplace accommodation at Rancho Santiago Community College District?

If you are a staff member and wish to request a workplace accommodation, you are responsible for beginning the process by requesting an accommodation using the form found here.  

5. If I request a workplace accommodation, will I be asked to provide verification of my disability?

Yes, Human Resources may ask you to provide verification of your physical or mental condition from a health care professional to support your request. The type of documentation necessary to verify the disability may vary depending on the nature and extent of the disability and the accommodation requested.  

​10. Who will receive information about my health condition and/or my request for a workplace accommodation?

Information regarding your workplace accommodation and/or physical/mental limitations will be provided on a need-to-know basis. As a general rule, Human Resources will work closely with your supervisor to evaluate a workplace accommodation. In some cases, first aid or safety personnel may be informed of your physical/mental limitations if necessary to provide emergency medical treatment or special evacuation assistance.

11. Where is my disability-related information kept?

Disability-related information, including medical documentation, is treated as confidential and access is limited to protect your privacy. 

12. Where can I obtain more information about Rancho Santiago Community College District's policy and procedure related to the ADA/FEHA and workplace accommodations?

Human Resources Office:

District Office - 4th Floor 

Phone: (714) 480-7484

FAX: (714) 796-3939


ADA/Section 504 Compliance Officer:

Jean Estevez 

District Office - 4th Floor 

Phone: (714) 480-7404