4032 — Reasonable Accommodation (AR)
The official document
What the district published
This is the source material — exactly as released by RUSD. The plain English translation below is this site's version, written for community members who shouldn't need to know all the lingo to understand what they're legally entitled to as taxpayers, and how to access it.
The original isn't embedded here yet.
The district publishes through its board portal, which often points to a whole policy folder or meeting agenda rather than this one document. Rather than send you digging, I'll add the exact source the moment I can link it directly. The plain-English summary below is drawn faithfully from that original.
Looking for it now? You can browse the district's board portal at reedschools.org / SIMBLI ↗.
In plain English
What this document actually says
This administrative regulation, last reviewed in August 2005, defines how Reed Union School District handles reasonable accommodation requests from employees and job applicants with disabilities. It explains what qualifies as a disability (physical or mental impairments limiting major life activities), who coordinates accommodation requests (the Superintendent), and the process for reviewing requests. The district must engage in an interactive process with the employee to identify appropriate accommodations that allow them to perform essential job functions without creating "undue hardship" (significant difficulty or expense). Employees can request accommodations through their supervisor, and the district may request medical documentation if the disability isn't obvious. If employees disagree with decisions, they can appeal within 10 working days. The policy ensures compliance with the Americans with Disabilities Act (ADA) and similar state laws protecting employees with disabilities from discrimination.
What this means for your family
This policy primarily affects district employees, not students or families directly. However, it indirectly impacts families by ensuring qualified teachers and staff with disabilities can work effectively at their child's school. By requiring the district to accommodate employees' medical needs (within reasonable limits), it helps maintain stable, experienced staffing. Families won't typically interact with this policy unless they're district employees or job applicants requesting workplace accommodations.
Summaries are AI-assisted and based on the original district document shown above. Nothing has been editorialized — interpretations are clearly labeled. This site is maintained by Lina Godfrey's campaign as a community resource.