Sac State University Policy Manual

Disability Accommodation Policy for Applicants for Employment

Policy Administrator: Vice President for Human Resources
Authority: PM 00-13
Effective Date: September 27, 2000
Index Cross-References:
Policy File Number: umd03184.htm





    1. All applicants who are invited for interviews will be informed of the CSU Sacramento (CSUS) policy to provide reasonable accommodations for applicants and employees with disabilities. They will be informed that they can request accommodations for interviews and how to make the request.
    2. The following paragraph will be included if a letter is used as part of the interview scheduling process:

      "It is the policy of CSU Sacramento to provide reasonable accommodations for qualified persons with disabilities who are applicants for employment. If you need assistance or accommodations to interview because of a disability, please contact (insert department contact telephone number and contact person name). Employment opportunities will not be denied to anyone because of the need to make reasonable accommodations to a person's disability."

      If all interview arrangements are made by telephone, this information will be given as part of the telephone conversation.

    3. After being told what the hiring process involves, applicants may be asked whether they will need a reasonable accommodation for the hiring process.

    During the interview, applicants may not be asked questions that are likely to elicit information about, or that are closely related to a disability, including whether an applicant has a particular disability. However, applicants may be asked whether they can perform any or all job functions, including whether applicants can perform job functions with or without reasonable accommodation.

    1. Applicants may not be asked whether they will need reasonable accommodation to perform the functions of the job, but may be asked to describe or demonstrate how they would perform the job, as long as all applicants are asked to do this. However, if an applicant has a known disability, either because it is obvious or because the applicant has voluntarily disclosed a hidden disability, he/she may be asked to describe or demonstrate how he/she would perform the job functions, even if other applicants have not been asked to do so.
    2. Applicants may be asked whether they need reasonable accommodation and what type of accommodation to perform the job functions if it is reasonably believed the applicant will need the accommodation because of an obvious disability or if the applicant has voluntarily disclosed a hidden disability.
    3. Qualified applicants cannot be denied employment solely on the basis of a need to provide a reasonable accommodation. However, if an applicant who receives a tentative job offer cannot reasonably be accommodated, the offer must be rescinded.
    4. Applicants who have received job offers will make accommodation requests using the Disability Accommodation Request Form.
    5. Should a requested accommodation involve barrier removal beyond the scope of the department, such as general facilities modification, Facilities Management, along with Faculty and Staff Affairs, and others as appropriate, will review the request. If it is deemed reasonable, the request will be processed through the normal procedures.

    Financial responsibility for providing reasonable accommodations (other than physical barrier removal projects) belongs to the employing unit. The employing unit must provide reasonable accommodations from existing budgets.


    Applicants for employment have the option to follow the usual discrimination complaint procedures with the Office of Equal Opportunity/Affirmative Action.


    Retaliation against an applicant for employment for filing a disability accommodation request, or for filing a complaint with the Office of Equal Opportunity/Affirmative Action, is prohibited.


    Nothing in this policy should be construed to impede or prohibit a timely filing of an ADA or     discrimination complaint with the appropriate external government agency (Federal Equal     Employment Opportunity Commission, etc).