Employee Accommodations

Cal Poly Humboldt (Humboldt) is an integral campus and is part of the California State University system (CSU).  Humboldt adheres to CSU policy and guidance when establishing its processes.

Humboldt provides reasonable accommodations for employees with qualifying disabilities under the Americans with Disabilities Act and its amendments (ADA) as well as other federal or state applicable laws and regulations. 

Humboldt enters an interactive process that identifies functional limitations specific to the workplace which may impact an employee’s ability to perform the essential functions of their job.

Reasonable accommodations, or equally effective alternative accommodations, enable the employee to perform the essential functions of their position, may be medically necessary, and may not create a substantial operational burden or undue hardship for Humboldt. 

Accommodations may be “interim,” meaning time-limited and situation specific, or “enduring,” meaning permanent or believed to be permanent.

Many conditions and accommodations are obvious and unquestioned.  In situations where an accommodation is requested and there are questions regarding either the existence of a qualifying disability, the need for an accommodation, or the nature of the accommodation to be provided, managers are encouraged to consult with the ADA/504 Coordinator.  Humboldt strongly recommends that all accommodation requests be formalized to ensure a consistent application and approach to accommodations as well as to foster equitable access and inclusiveness for the campus community.

Employees may experience temporary impairments from non-work related injuries or conditions.  The first step with such temporary disabilities is to determine if a “work adjustment” should occur using defined time limited (less than 3 months) work restrictions.  An employee’s manager can make this decision.  However, when in doubt, seeking guidance through the formal ADA Accommodation process is recommended.  In some instances, time limited work restrictions may turn into an enduring limitation.  At that point, referral by the manager of the employee to ADA may occur.

NOTE: If an employee is only requesting an ergonomic workstation evaluation, they should notify the ADA/504 Coordinator as well as contact Paul Vrable in Risk Management & Safety at (707) 826-5711 to learn more about ergonomic resources.

ADA/504 Coordinator

Crystal C. Coombes (Interim)
Lower Library, Suite 5
Phone:  (707) 826-4678
Email:  ada@humboldt.edu

Confidential Personal and Medical Information

Employees entering the accommodation process may expect that information related to their involvement in the interactive process, type and extent of disability and/or condition including supporting documentation received by Humboldt, as well as their Accommodation Plan defining reasonable workplace accommodation will be maintained in a separate file within CDRC.  Such information is deemed confidential and will only be released with the written approval of the employee.