The Americans with Disabilities Act (ADA) of 1990 is a federal civil rights law that prohibits discrimination against individuals with disabilities. Title I of the ADA prohibits covered employers from discriminating against people with disabilities in employment and requires employers to provide a reasonable accommodation to qualified individuals with disabilities unless the accommodation would be an undue hardship or direct threat. The ADA was amended effective 1/1/2009 (ADAAA) to revise the definition of disability. At the City and County of Denver, Career Service Rule 12 addresses ADA leave.
A major life activity may include, but is not limited to, caring for oneself, performing manual tasks, working, or the operation of major bodily functions.
The city’s ADA Coordinator based on the medical information received from your health care provider (HCP). The ADA Coordinator is part of the Leave Team within the Office of Human Resources.
No, the term “disability” is very broadly defined under ADAAA. A disability can be temporary or permanent.
The city is required to provide reasonable accommodation to qualified individuals with disabilities unless doing so would cause an undue hardship or direct threat. A reasonable accommodation might include providing or modifying equipment or devices, part-time or modified work schedules, job restructuring, or job-protected time off work. Reasonable accommodations enable employees with disabilities to perform the essential functions of their job.
Notify your supervisor and the ADA Coordinator. You do not need to disclose your medical condition or why you need an accommodation to your supervisor.
Your management team approves your accommodation in partnership with the ADA Coordinator.
No. ADA is unpaid leave. You must use your accrued time and/or short-term disability benefit (if you qualify) for pay. Employees on approved ADA leave are also eligible to received donated leave.
If you need to file a claim, call The Standard's Claim Intake Service Center at 1.833.228.0118. Ensure to make contact with your assigned Leave Coordinator, so they are aware you have filed a claim.
Questions about filing a claim? Refer to Frequently Asked Questions About Filing a Short Term Disability Claim and Frequently Asked Questions About Filing a Long Term Disability Claim.
New: Now available through The Standard: Get text alerts on the status of your claim or leave.
No. The requested accommodation may be unreasonable or could be considered an undue hardship if it is unduly costly, disruptive, or would fundamentally alter business operations. The requested accommodation may create a dangerous situation for you or other employees. However, the ADA Coordinator will work with your supervisor to ensure every effort is made to accommodate your disability.
After exhausting all other accommodation options, you may be considered for the 90-day job reassignment process. The ADA coordinator will work with you to identify an appropriate position into which you can be reassigned. The position cannot have a higher pay range minimum than your current position. You must meet the minimum qualifications for the new position and be able to perform the essential functions of the position, with or without reasonable accommodation. You do not need to be the best qualified individual for the position as reassignment is not a competitive process. If an assessment is required for a position, you must successfully pass the assessment prior to placement. The reassignment period, which is the time period that you will work with the ADA Coordinator to identify a new position, is 90 days.
Yes. However, you will have to go through the competitive hiring process. Under the ADA, you can only be reassigned to a lateral position or you can accept a voluntary demotion.
The interactive process (IAP) will be concluded. Your management team will contact you to determine next steps, which may be a medical disqualification from employment.
When one of the following occurs:
No. A return to work release from your health care provider (HCP) is required to return to work.
Returning to work at less than full-duty would be considered a request for accommodation. Working with restrictions must be approved by your management team.
Workday and ADA
Ensure your personal contact and supervisor information are up to date in Workday before you begin the leave process. The Office of Human Resources (OHR) Leave Team will use this information to process your request. Learn more about Workday.
DERP and ADA
Absences lasting longer than two weeks may affect your Denver Employee Retirement Plan (DERP) contribution. Contact DERP directly with any questions.
OHR Leave Team:
The Standard Insurance Company