Disability Accommodations

Mt. SAC employees may request reasonable accommodations by contacting Human Resources at (909) 274-4110, or by submitting a request via the Employee Accommodation Request Form.

The American's with Disabilities Act (ADA) and the Fair Employment Housing Act (FEHA) are laws that require the following of your employer: 

  1. Provide reasonable accommodations to employees or applicants, who, because of their disability, are unable to perform the essential functions of their job.
  2. Engage in a timely, good faith interactive process with employees or applicants, who are requesting or are in need of reasonable accommodations. 

Requests for reasonable accommodations are addressed through the Interactive Process to determine what, if any, reasonable accommodations can be made. 

To learn more about the terms used during the interactive process, please reference the information below.

    • Disability

      The ADA defines a person with a disability as a person who has a physical or mental impairment that substantially limits one or more major life activity. This includes people who have a record of such an impairment, even if they do not currently have a disability. It also includes individuals who do not have a disability but are regarded as having a disability.

    • Interactive Process

      A timely, good-faith,  discussion with the employee, human resources, and appropriate representatives (as needed), regarding the employee's work restrictions, functional limitations, and possible options for reasonably accommodating the employee's work restrictions and functional limitations.  The determination of a reasonable accommodation is made on a case-by-case basis by Human Resources.

    • Equal Employment Opportunity

      An equal employment opportunity means an opportunity to attain the same level of performance or to enjoy equal benefits and privileges of employment as are available to a similarly-situated employee without a disability.

    • Good-faith
      An employer and employee must communicate directly with each other to determine essential information and that neither party can unreasonably delay or interfere with the process.
    • Functional Limitation/ Work Restriction

      A reduction or incapacity to perform one or more functions usually encountered in one's employment and is verified by a qualified health care provider.

    • Major Life Activity

      Major life activities include, but are not limited to, caring for oneself, performing manual tasks, seeing, hearing, eating, sleeping, walking, standing, lifting, bending, speaking, breathing, learning, reading, concentrating, thinking, communicating, and working.  

    • Reasonable Accommodation

      An accommodation is deemed reasonable under the law if it will support an employee in performing the essential functions of their position; does not impose a significant difficulty or expense on the employer; and does not create a direct threat of harm or danger to the employee or others.