Chapter 3 – Personnel, Training, and Employee Relations

31040.4.4.1 Employee

• An employee with a disability in need of a RA shall initiate the process by making a request for RA and cooperating in good faith with his or her supervisor, manager, RTWCReturn To Work Coordinator, and/or HA in identifying modifications, equipment or services needed to accommodate the employee’s functional limitations. Employees can submit a request for accommodation verbally, in any written format, or on a CDCRCalifornia Department of Corrections and Rehabilitation Form 855, Request for Reasonable Accommodation, which can be obtained from the local RTWCReturn To Work Coordinator, or the OEW website.

• If requested, the employee shall provide information on the need for a RA including medical documentation, as defined in Section 31040.4.5.3. A medical diagnosis shall not be required. Failure to provide the required medical documentation will result in the delay or denial of a request for accommodation.

• Where reassignment to an alternate position is being considered as an accommodation because the employee is not able to perform the essential functions of his or her position with or without a RA, the employee shall also provide information about his or her educational qualifications and work experience that may help determine a suitable alternate position for which the employee is qualified and can perform the essential functions. Failure to provide personal qualifications, when requested, could result in CDCRCalifornia Department of Corrections and Rehabilitation having to rely on outdated information, and placement of the employee in a position at a lower pay rate than the employee would have otherwise been qualified to receive.