As PCC continues its transition back to in-person learning, we wanted to remind you that under the Americans with Disabilities Act (ADA), employees experiencing disability have a right to request reasonable accommodations to assist in performing their job duties. This includes employees who are immunocompromised or diagnosed with Long Covid. Reasonable accommodations are modifications to the work environment that allow qualified employees the ability to perform their essential job functions and participate, or otherwise benefit from, any benefits and privileges of being an employee of PCC in a manner equal to those of their colleagues without disabilities. Reasonable accommodations come in many forms and may include:
- Modifications to the physical work environment (i.e. adjustable desks, specialized mouse or keyboard, etc.)
- Access to assistive technology or modified equipment to perform job duties
- Modified or part-time work schedules
- Providing readers or interpreters upon request
- Ability to work remotely
During this time of Covid, RSV and other such communicable diseases, it is important to note that immunocompromised employees have a right under the ADA to request remote work to allow them the ability to perform their job duties in an environment that is safe to their health and wellbeing. The following link is to a site that explains what kinds of accommodations are available to immunocompromised employees:
Workplace accommodations for the immunocompromised as pandemic wanes
One new condition that is recognized by the ADA is Long Covid. Long Covid occurs when people with Covid-19 infections experience symptoms for longer periods of time, or experience recurring or new symptoms at a later time. These symptoms can have a large impact on one or more major life functions and make it difficult for people to fully participate in their day-to-day activities and responsibilities. Linked here is a government site that will provide you with further information on Long Covid and the types of accommodations available to those who have been diagnosed with Long Covid.
Misinformation regarding eligibility for receiving accommodations may occur, but please remember that requesting and receiving accommodations is your right under the ADA. If you would like to learn more about requesting accommodations as a PCC employee, please visit the Procedures for Requesting Employment Accommodation under the ADA at PCC site linked here. If you have specific questions and would like to speak with someone directly, or if you would like to proceed to request accommodations, please email adacoordinator@pcc.edu. If you’d like a support person from the FFAP leadership to assist with ADA accommodations, please contact federation@pccffap.org.
For those that don’t meet eligibility for ADA accommodations, you still have some resources. In March 2022, FFAP won a grievance about flexibility, and this right extends to all Faculty and Academic Professionals. The grievance terms include:
- Employees not covered by the ADA may also request remote or on-site flex work or an alternative work schedule through their manager. Managers will consider employee requests in relation to the operational needs of the college.
- Considerations for temporary, short-term approval of on-site flex or remote work may include but is not limited to.
- Presence of a household member with a documented underlying health condition that puts them at high risk of severe illness from COVID-19.
- Presence of a child or dependent whose school or daycare has been disrupted due to COVID-19 and for which the employee has no other care option.
Employees may have a union representative attend any meetings as a support person. Please email federation@pccffap.org to request union representation.