The Disability Programs and Resource Center

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Reasonable Accommodations Program

SFSU, in accordance with the Americans with Disabilities Act (ADA), and regulations promulgated by the Department of Fair Employment & Housing (DFEH), provides qualified individuals with disabilities with reasonable accommodations through the DPRC (see Human Resources Practice Directive 445). A disability is any mental or physical impairment that limits a major life activity, i.e. seeing, walking, breathing, etc. Temporary conditions such as a sprained wrist or broken leg are not considered disabilities. Interested applicants/employees should first complete and return a Reasonable Accommodation Request Form and a Health Care Verification Form. These forms are available online, in Student Services Building 110, or by calling (415) 338-2472 (V/TTY). Completed forms should be returned to the DPRC.


All disabilities must be documented by a health care provider or relevant specialist. Documentation should include the nature of the disability, a description of functional limitations, and suggestions for reasonable accommodations. Categories of reasonable accommodations include: assistive technology, student assistance, modified work schedule, job restructuring, etc.


Upon receipt of the request and health care forms, the DPRC creates a CONFIDENTIAL file. Typically, this file contains medical information, the request form, written correspondence, and file notes. All disability-related information provided by an applicant/employee is strictly CONFIDENTIAL and is kept in a secure location, separate from official personnel files. In most cases, only DPRC staff have access to information regarding an individual’s disability. Occasionally, campus administrators may be provided with disability-related information on a need-to-know basis. Applicants/employees are not required to provide supervisors/department heads with any specific information pertaining to their disability. However, supervisors and department heads are entitled to information regarding job-related limitations and/or reasonable accommodations (e.g. requires adaptive equipment, assistive devices, amplified telephone, work schedule adjustments, etc.).


The DPRC evaluates and responds to each request in a fact-specific and timely manner. If the employee is determined to be a "qualified individual with a disability", the DPRC, the employee, and the supervisor shall engage in an interactive process to identify and implement any accommodations. An effective reasonable accommodation is one which permits the employee to perform the essential functions of the position without endangering him/herself or others. The reasonable accommodation need not be the best accommodation, nor the one requested by the employee or recommended by the employee's health care provider. The University pays for all authorized reasonable accommodations.

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