ADA and other accommodations

What is the ADA?

The American 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 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 all public spaces. The District acknowledges it's responsibility under ADA. If you are aware of barriers while visiting any of the District's programs, services, or activities, please notify the District's American 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 District. The primary goal of this process is to help the employee perform the essential functions of your 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. 

Minor duty adjustments or work space accommodations

For minor workstation adjustments such as desk height modifications or ergonomic enhancements, or minor work place accommodations such as limited lifting, twisting, bending, stopping etc. your supervisor may be able to implement these accommodations, without additional assistance from Human Resources. If you do not feel your request for accommodation falls within the parameters of ADA, please continue to work with your supervisor regarding accommodations or small work work space enhancements such as ergonomic keyboards, headsets, office chairs etc. The District may also provide assistance through our Loss Control Consultant at Puget Sound Workers' Trust for assistance with an ergonomic assessment of your work station. Please contact the Human Resources Leave and Accommodations Coordinator for questions regarding this service.

Returning from a medical leave with work restrictions 

If your doctor has authorized a return to work after an illness or injury, all restrictions must be clearly documented. The Human Resources Leave and Accommodations Coordinator will need to see this information before evaluating safe and reasonable accommodations upon your return. All employees should give Human Resources time to discuss your restrictions with your building supervisor before returning to work. Please provide a Return to Work Review Form and/or an ADA medical inquiry form. This information may be faxed to 253-841-8650. Upon receipt of this information the Human Resources Leave and Accommodations Coordinator will notify you of an authorized return to work and/or next steps. 


Job analysis due to a work injury

From time to time it is necessary for Puget Sound Workers' Trust to conduct a job analysis. A job analysis assesses the physical and cognitive requirements and identifies essential job functions. Essential functions are the fundamental job duties or requirements of a position that an employee must be able to perform, with or without accommodation. These functions cannot be removed from the position without changing its nature. Duties that are not essential may be modified, eliminated, replaced, or restructured as part of the accommodation process. The Trust utilizes the job analysis process as a guideline for doctor's to approve a release to return to work. The District can then use this information to offer modified duty positions, alternative district jobs and/or any other accommodation that supports a return to work for the employee. A job analysis can take up to 2 hours and will consist of questions and answers and work site observation. The District's Human Resources Return to Work Coordinator will contact the Administrator of the building to schedule all required job analysis meetings.  

Leave of absence

If you are unable to perform the essential functions of your job due to a medical condition, even with a workplace modification, the appropriate accommodation may be a leave of absence from work. A leave of absence may also be necessary while the District evaluates your accommodation request. Please contact the Human Resources Leave and Accommodations Coordinator with any questions regarding accommodations. 


Please visit the following website for additional information and resources regarding employee rights under the American Disabilites Act:

https://www.eeoc.gov/facts/ada18.html