Reasonable Accommodation and Interactive Process
Disability Accommodation
Testing Accommodations: If you are applying for one of our available positions at HACLA and require an accommodation due to a physical, mental or learning disability, please call (213) 252-5400 for special assistance. Special testing accommodations may be arranged if verification of the disability is provided by a physician, rehabilitation counselor, or other authority.
Reasonable Accommodation
(a) Absent undue hardship or direct threats to the health and safety of employee(s), the HACLA provides employment-related reasonable accommodations to:
- Disability or Medical Condition: The HACLA will make reasonable accommodations for the known physical or mental disability or known medical condition of an applicant or employee, consistent with its legal obligations to do so. As part of its commitment to make reasonable accommodations, the Authority intends to participate in a timely, good faith, interactive process with the disabled applicant or employees with a medical condition, including conditions related to pregnancy, childbirth, or a related medical condition, to determine effective reasonable accommodations, if any, which can be made. Applicants and employees are invited to identify reasonable accommodations that can be made to assist them to perform the essential functions of the position they seek or occupy.
- Religion: The HACLA will make reasonable accommodations for an applicant or employee’s religious belief, consistent with its legal obligations to do so. As part of its commitment to make reasonable accommodations, the Authority intends to participate in a timely, good faith, interactive process with the applicant or employee to determine effective reasonable accommodations, if any, which can be made. Applicants and employees are invited to identify reasonable accommodations that can be made to assist them to perform the essential functions of the position they seek or occupy.
- Victims of domestic violence, sexual assault, or stalking: HACLA shall engage in the interactive process to determine reasonable accommodations to employee-victims of domestic violence, sexual assault, or stalking, that would protect the safety of the employee-victim while at work in accordance with this provision.
(b) Accommodations shall be determined on a case-by-case basis; as such, the HACLA may disregard provisions of the Personnel Rules in order to avoid discrimination relative to hiring, promotion, transfer, layoffs, leaves, fringe benefits, training opportunities, hours of work, or other terms and privileges of employment.
(c) Employees may request accommodation without fear of retaliation.
Please call (213) 252-5400 or email HR@hacla.org to obtain more information and request an accommodation.
