Interactive Process for Reasonable Accommodations

When an employee or applicant with a known disability or medical condition requests reasonable accommodation, or when you become aware of the need for an accommodation through a third party or by observation, FEHA and the ADA require you to engage in a timely, good-faith interactive process to determine effective reasonable accommodations.¹

California’s disability regulations make clear that both the employer and employee must exchange essential information in this process without delay or obstruction.² The interactive process is an ongoing effort; it requires an individualized assessment of both the job at issue and the individual’s specific physical or mental limitations that are directly³