One of the oldest community colleges in California, MJC has two main campuses in the city of Modesto and serves more than 18,000 day and evening students each semester.
Located near the city of Sonora in the wooded Sierra Nevada foothills, Columbia College is a primary resource of adult learning for residents throughout the Mother Lode region.
The Yosemite Community College District is committed to equal employment opportunity
and to providing reasonable accommodations to qualified employees with disabilities.
In accordance with the Americans with Disabilities Act (ADA) and the California Fair
Employment and Housing Act (FEHA), the District engages in the interactive process
with qualified employees to determine whether they can perform the essential functions
of their positions with or without reasonable accommodation.
Employees who believe they may need an accommodation are encouraged to notify their
supervisor, manager, or Dean and contact Human Resources to obtain information needed
to initiate the interactive process.
The interactive process is a collaborative discussion that may include the employee,
their supervisor or manager, and a Human Resources representative. Meetings may occur
in person or virtually and may include a union representative or other relevant participants,
as appropriate. Human Resources, in consultation with management, evaluates accommodation
requests and determines whether a proposed accommodation is reasonable.
The Americans with Disabilities Act (ADA) is a federal law that prohibits discrimination based on disability and requires employers to provide reasonable accommodations to qualified employees.
The Fair Employment and Housing Act (FEHA) is a California law that prohibits employment discrimination and requires employers to engage in a good-faith interactive process with employees who request accommodations.
A qualified employee is an individual who meets the job’s skill, experience, education, and other requirements and can perform the essential job functions, with or without reasonable accommodation.
A reasonable accommodation is a workplace adjustment that enables a qualified individual with a disability to perform essential job duties or to access the benefits and privileges of employment. Accommodations are identified and evaluated through the interactive process.
Examples of accommodations that are generally not reasonable include removing essential job duties, lowering performance or conduct standards, providing personal use items, or changing supervisors.
Medical documentation may be required to understand disability-related limitations and to support consideration of an appropriate accommodation. Documentation must be completed by a licensed or properly credentialed health care professional.
While employee input is considered, the District determines the reasonable accommodation based on job requirements, medical information, and operational needs through the interactive process.
Employees may submit updated medical information for review. Accommodation decisions are determined by the District through the interactive process.
The Yosemite Community College District complies with the California Workers’ Compensation Act and applicable equal employment opportunity (EEO) laws. Employees who are injured or become ill as a result of performing job-related duties must notify their supervisor or manager as soon as practicable.
Under California workers’ compensation law, eligible employees may be entitled to benefits that include medical treatment, temporary or permanent disability benefits, vocational rehabilitation services, and other benefits as provided by law. These benefits are provided regardless of fault.
The District is committed to ensuring that employees are not discriminated against or retaliated against for reporting a work-related injury, filing a workers’ compensation claim, requesting reasonable accommodation, or exercising any rights protected under workers’ compensation, ADA, FEHA, or other EEO laws.
Requests for reasonable accommodation related to a work-related injury are evaluated separately from the workers’ compensation claim and may involve the interactive process under ADA and FEHA. Receipt of workers’ compensation benefits does not guarantee a specific accommodation or job assignment.
