The interactive process is a collaborative and ongoing dialogue between the University and the individual with a disability to assess the need for an accommodation and identify possible reasonable accommodations.
The University will begin the interactive process when:
- An employee or applicant discloses a qualifying disability or condition and requests a reasonable accommodation; or
- The University becomes aware of the need for an accommodation through a third party or by observation; or
- The University becomes aware of the possible need for accommodation because the employee is not eligible for, or has exhausted, leave under FMLA, CFRA, or other leave laws and has a continued need for leave or other accommodation.
As a best practice, the interactive process follows a structured model that ensures meaningful collaboration. It is a good faith effort between the employee/applicant and the University to identify solutions that support the individual in performing the essential duties of their position.
When appropriate, the employee’s supervisor (or for faculty, the dean or their designee) and other campus partners may be consulted. Documentation may also be requested to help the HR ADA team determine reasonable accommodations.
The process does not end with a finalized accommodation plan. Ongoing case management continues to provide support, monitor effectiveness, and make adjustments as needed.