Berkeley Lab is committed to assisting employees who may have impairment from a medical condition or disability with accommodation on the job or with a leave of absence if they are having difficulty performing the essential functions of their job. The Laboratory complies with both the federal and state statutes that prohibit disability discrimination in the workplace.
The following links detail the Lab’s Transitional Return-to-Work (TRTW) Procedure, Return-to-Work (RTW) Procedure, and Medical Separation Procedure, all of which address accommodation of employees with disabilities. More information can be found in the fact sheets on California’s Fair Employment & Housing Act (FEHA) and the federal Americans with Disabilities Act (ADA)*. Guidance for supervisors and managers is also provided.
For assistance: contact the Return-to-Work Specialist at (510) 486-4415
Email: [email protected]
* The ADA was amended and signed into law on September 25, 2008 – reference ADA Amendments Act [ADAAA]. The ADAAA became effective on January 1, 2009 and focuses on the discrimination at issue instead of the individual’s disability. It raises the bar and is comparable to the California Fair Employment & Housing Act which provides more protection for people with disabilities in that it makes important changes to the definition of the term “disability” by expanding its definition. The ADAAA expands the definition of “major life activities” by including such activities of major bodily functions (e.g., functions of the immune system, normal cell growth, digestive, bowel, bladder, respiratory, neurological, brain, circulatory, endocrine, and reproductive functions). It clarifies that impairment that is episodic or in remission is a disability if it would substantially limit a major life activity when active; it provides that the definition of “disability” should be interpreted broadly.