Proposed Revisions to PPSM 66 and PPSM 81

DEANS, DIRECTORS, DEPARTMENT CHAIRS & ADMINISTRATIVE OFFICERS

Re:  Proposed Revisions to Personnel Policies for Staff Members - PPSM 66 on Medical Separation and PPSM 81 on Reasonable Accommodation

As part of the University’s ongoing effort to update personnel policies, the Office of the President is proposing revisions to PPSM 66 (Medical Separation) and PPSM 81 (Reasonable Accommodation). The proposed revisions are applicable to all policy-covered staff. Provisions affecting exclusively represented employees are reflected in the applicable collective bargaining agreement.

The proposed changes to PPSM 66 (Medical Separation) include:

  • Adding language that the University will engage in the “Interactive Process” prior to proposing a medical separation.
  • Adding language to require that a proposed medical separation that is based on receipt or approval of UCRP or PERS disability payments will be reviewed by a University vocational rehabilitation counselor or appropriate representative.
  • Adding language that certain members of the University Police and Fire Departments who have received leave with full salary for up to one year due to certain work-incurred illnesses and injuries may be medically separated.
  • Adding language that medical documentation (certifying an employee’s disability or medical condition) is required and subject to verification by a University-appointed licensed healthcare provider.

The recommended revisions to PPSM 81 (Reasonable Accommodation) are:

  • Adding language to describe the “Interactive Process” in order to identify possible options for reasonably accommodating an employee’s disability.
  • Adding language that the University may require that an employee be examined by a licensed healthcare provider when necessary to determine the nature of the employee’s functional limitations.
  • Deleting language on “Trial Employment” because placement of an employee in a temporary position does not alone meet the requirement of reasonable accommodation.  A reasonable accommodation is to be identified through the use of the Interactive Process.
  • Deleting language on “Disability Benefits” because “Special Reappointment Procedures” are detailed in PPSM 66.E and apply to former employees who were medically separated.

As with all formal University policy reviews, employees are encouraged to provide comments on the proposed revisions, as they will be forwarded to the Office of the President for consideration before a final decision is made. Comments or questions from the campus should be directed to Manager Lazetta Smith at lazetta@chr.ucla.edu or from the medical center and healthcare facilities to Director Maure Gardner at mgardner@mednet.ucla.edu by May 19, 2006.

Sincerely,

Lubbe Levin                                                           Mark A. Speare
Associate Vice Chancellor                                   Senior Associate Director
Campus Human Resources                                 Patient Affairs, Human Resources and Marketing 

 

 

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