The South Orange County Community College District strives to create and promote an equitable and diverse workforce and learning environment by ensuring that reasonable accommodations are implemented to support disabled students, employees, and applicants (BP 7348/AR 7348) Reasonable Accommodations for Employees/Applicants). The District understands and recognizes that reasonable accommodations provide a lifeline to those with disability, allowing them to contribute their talents and abilities more fully in the world.
It is the policy of the SOCCCD to fully comply with the requirements of the Americans with Disabilities Act (BP3425). Consistent with that policy, disability accommodations will be provided as needed for program access, upon request.
ADA/FEHA Reasonable Accommodations
The South Orange County Community College District (District) is committed to providing reasonable accommodation to all disabled applicants and employees within the meaning of the Americans with Disabilities Act (ADA) and the Fair Employment and Housing Act (FEHA). The ADA requires reasonable accommodations as they relate to three aspects of employment:
Ensure equal opportunity in the application process
Enable a qualified individual with a disability to perform the essential functions of a job
Make it possible for an employee with a disability to enjoy equal benefits and privileges of employment
To ensure the implementation of reasonable accommodations, when a qualified individual with a disability is identified, the District will engage in a good faith interactive process with the individual to determine what reasonable accommodations may be provided to support them in performing the essential job functions of the position.
Good Faith Interactive Process
The District and the applicant or employee with a qualified disability will work together to ascertain the individuals precise job-related limitations or work restrictions and how they could be overcome with a reasonable accommodation to support them in fully and safely performing the job duties of their position.
Interactive process activities include:
Ascertaining medical certification indicating whether the applicant or employee has a mental or physical impairment that limits them in performing one or more of the essential functions of their position and what, if any, functional limitations or work restrictions exist. The individual will not be asked to or provide any information related to their medical diagnosis, treatment plan, medications or genetic information.
Identifying and reviewing the essential job functions of the position.
Holding an interactive accommodation meeting with the individual, their supervisor, the District’s ADA Compliance and Leave Administration Manager and other representatives to review the essential job functions, what work restrictions may be in conflict with the job functions and explore and identify what accommodations are reasonable to implement.
Maintaining current medical certification to ensure the accommodations being provided are effective and to ensure that the individual is not being under or over accommodated.
Ongoing assessment regarding the effectiveness of the accommodations and making adjustments, as needed, to ensure the accommodations are supporting the employee to fully and safely perform their job functions and are supporting their recovery (if work restrictions are temporary or short term).
Reasonable accommodation is any appropriate measure that would allow the applicant or employee with a disability to perform the essential functions of the job. This may include a modification or adjustment to a job, the work environment, or the way things are usually done during the hiring process. Reasonable accommodations enable an individual with a disability to have an equal opportunity not only to get a job, but to successfully perform their job tasks to the same extent as individuals without a disability. Although the preferences of the individual in the selection of the accommodation is considered, the accommodation implemented should be one that is most appropriate for both the employee and the employer.
The determination of a reasonable accommodation is made on a case-by-case basis and the applicant and/or employee’s input in the process is essential.
Not a Reasonable Accommodation
The District is not required to lower quality or production standards, provide personal use items (such as glasses or hearing aids), create a new position or displace (lay-off or bump) other employees. No accommodation is required if the essential functions of the job cannot be performed, if the employee poses a direct threat to themselves or co-workers or if the accommodation would create an undue hardship for the District.
In compliance with federal and California state laws, the South Orange County Community College District is committed to accommodating an employee desiring to express breast milk for the employee’s infant child.
The laws require the District to:
Provide break time to express breast milk that, if possible, runs concurrently with any break time already provided to the employee.
Make reasonable efforts to provide the employee with the use of a room or other location, other than a toilet stall, in close proximity to the employee’s work area for the employee to express milk in private.
The District is not required to provide an employee break time for purposes of lactating if it would seriously disrupt the operations of the employer.
Employees who have lactation accommodation requests shall complete and submit the following form: Lactation Accommodation Agreement and Request Form
The following spaces are available for nursing mothers and lactation accommodation purposes:
Irvine Valley College:
A300 building (District Human Resources on campus), room A304 (employees only).
A free-standing Mamava lactation pod is also available in room 107 of the library for nursing mothers. The pod includes two benches, a fold down table and mirror, power outlets and USB ports for plugging in a breast pump.
Health Science Building room HS 304A (for employees only).
A free-standing Mamava lactation pod is also available on the second floor lobby of the BGS building for nursing mothers. The pod includes two benches, a fold down table and mirror, power outlets and USB ports for plugging in a breast pump.
Contact the ADA Compliance and Leave Administration Manager, Cindy Barron, for additional information or questions about Lactation Accommodations at 949-582-4984 or email@example.com.
ADA/FEHA Requests for Reasonable Accommodation
Any applicant or employee who believes they have a qualified and eligible disability in need of reasonable accommodation should contact the District’s ADA Compliance and Leave Administration Manager, Cindy Barron, at firstname.lastname@example.org or 949-582-4984.
ADA Accommodations for Students
Students who would like to request an accommodation should contact their campus Disabled Students Program and Services (DSPS) department:
Saddleback Campus: https://www.saddleback.edu/dsps
Video Phone: 949-582-4430
Irvine Valley Campus: https://www.ivc.edu/dsps
Video Phone: 949-333-0595
BP 3425 Americans with Disabilities Act and the Fair Employment and Housing Act
BP 7348 Reasonable Accommodation(s) for Employees/Applicants
AR 7348 Reasonable Accommodation(s) for Employees/Applicants