In the event that there is no reasonable accommodation which would allow an employee to perform the
essential functions of their job, and the information from the medical provider indicates that the employee
is not qualified, the University will work to reassign the employee to another position within the University.
An employee may withdraw their request for accommodation at any time prior to medical information being submitted
to the HR Department. If HR receives medical information indicating that the employee is not able to perform
the essential functions of their position with or without accommodation, the accommodation of job reassignment
will be offered.
Job Reassignment is a type of reasonable accommodation available to an employee who can no longer perform the
essential functions of their current position, with or without reasonable accommodation. During Job Reassignment,
an employee is placed on unpaid administrative leave for a period of up to thirty (30) days, and if there
is a vacant position (at a lateral job grade or lower) that the employee is qualified for, and the employee
can perform the essential functions of the vacant position, with or without reasonable accommodation, the
employee will be reassigned to the vacant position without having to compete for the position.
It is essential that the employee actively participate in the search for open positions by actively
checking job postings and working with recruiters on campus to identify positions - throughout the entire
In the event that there is no vacant position for which the employee is qualified within the
thirty-day period, the employee may be released from their employment.
Decisions to deny an employee's request for accommodation may be appealed to the Chief Human Resources
Officer for Campus HR or UUHC HR, respectively.