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Ending Employment
Disability Separation

UNDERSTAND

The University of Washington provides reasonable accommodation to employees with a disability as defined under state and federal law - see the UW's disability accommodation request process for details details.

If an employee with a disability cannot perform the essential functions of his or her position even after reasonable accommodation has been attempted, or if the employee’s condition is such that disability accommodation is not possible, the employee may be separated from University employment. Disability separation is not a disciplinary action, but recognizes that continued University employment is not possible. Understandably, disability separation can present many challenges for employees.

Before disability separation takes place you will have been working with your unit's Human Resources Consultant (HRC) on attempts to accommodate the employee and/or to manage leave. If disability separation becomes necessary, your HRC will advise you on the process that needs to be followed. Typically, this process will involve documenting the efforts of accommodation that the University has made and summarizing the medical information the University has regarding the employee's condition. This information is compiled and prepared for appointing authority review as part of the disability separation recommendation.

ACT

You can help an employee who may face disability separation by ensuring that the employee is aware of UW CareLink - the UW's employee assistance program. You can also help ensure that your employee has contacted the Benefits Office for assistance with insurance coverage and retirement plans.

Depending on the circumstances, shared leave may be an option that would help your employee.

Direct questions about disability accommodation and disability separation to your unit's HRC.