Hayward Unified School District (HUSD) values all of our applicant and employee’s contributions including those who are experiencing disabilities. Any applicants and/or employees who are currently disabled or become disabled during your employment may be in need of a reasonable accommodation.
Reasonable accommodation is available to an employee with a disability when the disability affects the performance of job functions. A reasonable accommodation(s) primary function is to enhance workplace productivity and provide equal employment opportunities to applicants, candidates, and employees with disabilities. A reasonable accommodation is any modification or adjustment to a job or the work environment that will enable an applicant or employee with a physical or mental condition that limits a major life activity or a medical condition, to participate in the application process or to perform essential job functions. Reasonable accommodations are not intended to eliminate any essential job function, or lower a quality or quantity standard, but to enable the requestor to meet the standards for quality and quantity in performing the essential job functions.
When the employee cannot presently perform the essential functions of the job, or otherwise needs time away from the job for treatment and recovery, holding a job open for an employee on a leave of absence or extending a leave provided by the CFRA, the FMLA, other leave laws, or the District's leave plan may be a reasonable accommodation provided that the leave is likely to be effective in allowing the employee to return to work at the end of the leave, with or without further reasonable accommodation, and does not create an undue hardship for the District. When an employee can work with a reasonable accommodation other than a leave of absence, an employer may not require that the employee take a leave of absence. An employer, however, is not required to provide an indefinite leave of absence as a reasonable accommodation.
Reasonable accommodation can only be provided to the extent the reasonable accommodation is supported by the medical documentation provided to date. An applicant, employee, or individual's representative will need to provide reasonable medical documentation from a health care provider when requesting a reasonable accommodation. Disclosure of the nature of the disability is not required.
Reasonable medical documentation confirms the existence of the disability and the need for reasonable accommodation. Documentation is insufficient if it does not specify the existence of a disability, include an explanation or description of physical or mental limitations that affect a major life activity or functional limitation(s) to perform the essential job functions, and explain the need for reasonable accommodation. Required medical information from a health care provider should include:
- The name and credentials of the health care provider
- That the employee or applicant has a physical or mental condition that limits a major life activity or a medical condition
- A description of why the employee or applicant needs a reasonable accommodation to participate in the application process and to be considered for the job, or to perform the employee's job duties, or to enjoy equal benefits and privileges of employment compared to non-disabled employees.
Applicants and employees can make request for reasonable accommodations by completing the Request for Reasonable Accommodations (RFRA) form with attached required medical information, and submitting the form. Once the form is received, the Interactive Process Coordinator (IPC) will reach out begin the medical interactive process. A good faith medical interactive process is how an applicants, employee, or individual's representative exchanges essential information with the District that is needed to identify or implement an effective reasonable accommodation.
HUSD's Medical Inquiry Form
The Here is a link to HUSD's Medical Inquiry Form. This may be used as the required medical information attachment when completing and submitting your RFRA. Requestors of RFRA can work with their health care provider(s) to complete this form. The requestor's health care provider does not have to complete this particular form, but will need to confirm the existence of a disability, a description of physical or mental functional limitations that affect a major life activity, and a description of why the requestor needs a reasonable accommodation.