FAQs • Pierce County, WA • CivicEngage

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HR - EEO Disability Accommodation

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1. How do I request reasonable accommodation during the employment selection process?: Applicants are asked to please notify Human Resources of the accommodation needed, preferably at the time of application, but at least two days prior to the date needed.

2. What is reasonable accommodation in employment?: Reasonable accommodation is a change or adjustment to a job and/or the work environment which would allow a person with a disability to perform the essential functions of his/her job.

3. What are some examples of reasonable accommodation?: • Making County facilities accessible for persons with disabilities
• Job restructuring
• Modified work schedules
• Provide specialized equipment or devices
• Provision of readers or interpreters
• Reassignment to a vacant position for which the person is qualified

4. How is reasonable accommodation in employment determined?: It is determined on a case-by-case basis via consideration of the essential job functions of the position applied for or held, the feasibility of providing the accommodation requested or needed, and/or other relevant factors, including the individual’s physical and/or mental limitations.

5. What is the County’s reasonable accommodation policy?: Access our administrative guidelines under Chapter 3.16, Section 3.16.050 to review our policy on ADA.

6. What is the County’s ADA Grievance Process?: Please follow the provided link for information about the County's ADA Grievance Process.