Forms and Resources

ADA Accommodations

Franklin Pierce Schools provides reasonable accommodations to persons with disabilities. We invite any person with special needs to contact the ADA/504 Coordinator at least 72 hours before scheduled meetings, trainings, or events, to discuss any special accommodations that may be necessary. Please contact:

• Rhonda Grissom, Human Resources Leave Coordinator
  rgrissom@fpschools.org
  Franklin Pierce Schools, 315 129^th St S, Tacoma, WA
  (253) 298-3004

Accommodations

Reasonable accommodation is defined as any change or adjustment to a job, the work environment, or the ways things usually are done that would allow an individual with a disability to perform job functions. Under the Americans with Disabilities Act (ADA), the District is required to provide reasonable accommodations to qualified employees with disabilities, unless doing so would pose an undue hardship.

What is ADA?

The Americans with Disabilities Act is a federal civil rights law that was passed in 1990 and went into effect beginning in 1992. Its purpose is to protect people with disabilities from discrimination in employment, in the programs and activities offered by the state and local governments and in accessing the goods and services offered in places like stores, hotels, restaurants, sports, stadiums, doctors’ offices, beauty parlors and most public spaces. The District acknowledges its responsibility under ADA. If you are aware of barriers while visiting any of the District’s program, services, or activities, please notify the District’s Americans with Disabilities Act compliance person with your concern.

The Americans with Disabilities Act (ADA) prohibits employment discrimination on the basis of workers’ disabilities. The ADA also requires employers to provide reasonable accommodations or changes to the workplace or job to allow employees with disabilities to do their jobs. The District’s disability accommodation process is intended to be interactive and collaborative, relying on open communication and active participation between the employee and the District. The primary goal of this process is to help the employee perform the essential functions of their current position, with or without accommodation.

What is considered an ADA disability?

A physical or mental impairment that substantially limits one or more major life activities.

Employee accommodation requests are reviewed on a case-by-case basis.

Please follow the steps below when requesting ADA accommodation:

1. Please have your doctor fill out and submit the ADA Medical Inquiry Form.
2. The Human Resources Leave Coordinator will review this information.
3. You will be contacted to schedule an in-person meeting to go over ADA paperwork and reasonable/feasible options.

Please note that it is the responsibility of the district to determine what is reasonable and feasible.

ADA Medical Inquiry Form

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