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employee who is an individual with a disability, unless the appointing power can demonstrate that the accommodation would impose an undue hardship on the operation of its program.  \nEffective January 1, 2001, the California Fair Employment and Housing Act was modified to require an appointing power to engage in a flexible, interactive process with an employee who may need an accommodation in order to determine whether the employee is entitled to an accommodation and, if so, what sort of reasonable accommodation would be appropriate.  \nThe Disability Task Force consisting of the California Department of Human Resources (CALHR), previously the State Personnel Board and Department of Personnel Administration, the California Public Employees’Retirement System (CalPERS), Department of Corrections Rehabilitation (CDCR), Department of Industrial Relations (DIR), Department of State Hospitals (DSH), previously Mental Health, Department of Fair Employment and Housing (DFEH), State Compensation Insurance Fund (SCIF), and various employee organizations, including the California Association of Highway Patrolmen (CAHP), California Correctional Peace Officers Association (CCPOA), California State Employees Association (CSEA), and California Union of Safety Employees (CAUSE) drafted a sample Options Letter, which can be used by an appointing power to apprise an employee, who appears to have a medical condition that impairs that employee’s ability to perform the duties of his or her position, of the various options available to the employee, and to invite the employee to engage in an interactive process to develop an appropriate plan to resolve the employee’s work-related medical issues.  \nThe sample Options Letter may be modified by an appointing power to fit the particular medical and reasonable accommodation issues that may exist in each individual case.  \nThe California Department of Human Resources strongly encourages appointing powers to inform employees with medical conditions that may impair their ability to perform their job duties of their available options in anon-adversarial Options Letter and to engage in a flexible interactive process with employees to resolve medical/employment issues.  \nUpdated 020116 by CalHR Workers’ Compensation Program  \nMODEL OPTIONS/CONTACT LETTER  \nDate  \nName  \nAddress  \nAddress  \nDear Mr./Ms.  \nThe Department is in receipt of the [DATE] medical report of [DOCTOR’S NAME] which indicates that you are unable to perform the duties of your current position,[JOB TITLE], with this department. Therefore the following information is being provided for you to let you know of the various options which may be available to you. We invite you to engage with us in an interactive process to begin to develop an appropriate plan for resolving the issues raised in this report.  \nPlease contact me by [DATE] to set up a meeting to discuss these options. Failure to do so may result in the department selecting an option for you.  \n1. Return to Work  \nFull duty: You may be able to return to work as a [JOB TITLE] performing full duty with no restrictions, if you provide a full medical release, in writing, from your treating physician. This medical release must be provided prior to your return to work.  \nReasonable Accommodation: If you believe that you are disabled and that a reasonable accommodation would enable you to perform the essential functions of your current position/classification, you may request a reasonable accommodation. If you are qualified and would like to pursue an alternate placement to another classification, for which you meet the minimum qualifications, a list of current job vacancies will be provided to you. You may indicate which positions you are interested in and you will be given","cbCaijkBUYZoC1mA","https://ap.wps.com/l/cbCaijkBUYZoC1mA","pdf",309398,7,"English","# MODEL OPTIONS/CONTACT LETTER\n## Letter Header and Invitation to Interactive Process\n## 1. Return to Work\n## 2. Temporary Leave","[{\"question\":\"What is the purpose of the sample Options/Contact Letter?\",\"answer\":\"It informs an employee who appears to have a medical condition that affects job performance about available options and invites the employee to start an interactive process to develop a plan to resolve work-related medical issues.\"},{\"question\":\"What are the main options for return to work included in the template?\",\"answer\":\"The template lists full duty return to work with a written medical release, requests for reasonable accommodation to perform essential functions, and possible medical transfer or medical demotion to another position, including reinstatement rights in certain circumstances.\"},{\"question\":\"What temporary leave options does the letter describe?\",\"answer\":\"It covers leave under FMLA/CFRA (up to 12 weeks unpaid, if eligible), pregnancy disability leave, unpaid medical leave of absence for up to one year, use of leave balances including catastrophic leave, and temporary assignments or employee loans not exceeding two years.\"}]","MODEL OPTIONS/CONTACT LETTER - Sample Options Letter - Resolve Medical/Employment Issues | PDF",1789537552]