Reasonable Accommodations

The City of Oakland is committed to providing equal employment opportunities and maintaining a workplace free from discrimination. In accordance with the Americans with Disabilities Act (ADA), the California Fair Employment and Housing Act (FEHA), and other applicable laws, the City provides reasonable accommodations to qualified employees and applicants withdisabilities, medical conditions, or other qualifying needs, unless doing so would create an undue hardship on City operations.

An employee may request a reasonable accommodation when a disability, medical condition, or pregnancy-related condition impacts their ability to perform the essential functions of their position or access the workplace. Reasonable accommodations are intended to enable qualified individuals to perform their job duties effectively and may include modifications to job duties, work schedules, equipment, policies, or the work environment.

The City is committed to engaging in a timely, interactive, and good-faith process with employees and applicants who request accommodations to identify effective and appropriate accommodations.

Applicability

This policy applies to all City of Oakland employees and applicants for employment.

The City will provide reasonable accommodations to qualified individuals with known physical or mental disabilities, medical conditions, or pregnancy-related conditions to enable them to:

  • Perform the essential functions of their position;
  • Enjoy equal employment opportunities and benefits; and/or
  • Participate in the application and hiring process. 

Interactive Process

Upon receiving a request for accommodation, the City will engage in a timely, good-faith interactive process with the employee or applicant to determine whether a reasonable accommodation is available and appropriate. The interactive process may include discussions regarding the individual's limitations, job responsibilities, medical documentation (when appropriate), and potential accommodation options.

Requesting an Accommodation

Employees or applicants may request a reasonable accommodation at any time. Requests may be made verbally or in writing and do not need to include specific legal terminology such as "reasonable accommodation," "ADA," or "FEHA." 

Accommodation requests may be submitted to:

  • The employee's supervisor;
  • A designated department representative; or
  • The Disability Benefits Coordinator in Risk Management.

Upon receiving a request, the City will review the circumstances, engage in the interactive process as appropriate, and determine whether a reasonable accommodation can be provided.

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