- Phone: 925-459-7270
- Email: Accommodations-Req@pge.com
- Fax: 925-459-6124
PG&E complies with all applicable disability laws, such as the Fair Employment and Housing Act and the Americans with Disabilities Act Amendments Act. The Stay at Work/Return to Work team’s primary focus is to ensure PG&E’s employees can safely perform their essential job functions. With respect to disability accommodations, our role is to work with you and your leaders to ensure shared-understanding of any accommodation request, identify all potentially effective accommodations, and implement reasonable accommodation(s) that will allow you to perform the essential functions of your job without causing undue hardship to the company.
If you have a disability and you are requesting a reasonable accommodation to perform the essential functions of your job, please see below for information on eligibility and how to request an accommodation.
Please note: If you believe your injury or illness is work-related and you are experiencing any discomfort, notify your supervisor and call the PG&E 24/7 Nurse Care Line at 1-888-449-7787 to report the incident.
What is a reasonable accommodation?
An accommodation is defined as the removal of a workplace barrier that enables an employee with a disability to perform the essential functions of the job. It can include making facilities accessible, providing equipment, or modification to a job duty, employment practice, or work environment. A reasonable accommodation would not include the elimination of an essential job function, changing performance expectations of the job, or changing a coworker or supervisor.
Who is an eligible employee?
An individual with a disability under applicable laws is defined as someone who has a physical or mental impairment that limits a major life activity, such as working, or who suffers from certain medical illnesses. To substantiate eligibility, an employee may be required to provide medical certification of having a disability.
When employees request accommodation, the interactive process begins. The interactive process includes discussion(s) with the employee, supervisor and the Stay at Work/Return to Work Consultant, usually with input from the employee’s medical provider.
Below is an example of what you can expect in the interactive process. The interactive process is an ongoing and fluid process that can require several interactions. The order of these steps may vary, some steps may not be needed, and some steps may need to be repeated in order to identify the best accommodation.
Ongoing assessment and evaluation
Each accommodation request is reviewed and analyzed on a case-by-case basis to determine eligibility, effectiveness, and reasonableness of the accommodation. The provided accommodation must be effective in enabling you to perform the essential functions of your job, but it may not always be your preferred accommodation. The company may choose its preference from among available effective accommodations. However, we will take into consideration your preference.
The interactive process may be an ongoing process. If it turns out that the first accommodation provided is not effective in enabling you to perform the essential functions of your job or if business circumstances change, either you or the company is entitled to reinstate the interactive process to determine if a different reasonable accommodations can be put in place.
How do I request a reasonable accommodation?
There are several ways that you can request a reasonable accommodation. You can email the Stay at Work/Return to Work team at Accommodations-Req@pge.com, call the team, or use the reasonable accommodation request form located in the related steps section below. You can also talk to or email your supervisor or HR Representative about your request.
How long does the interactive process take?
Each case is different. However, the Stay at Work/Return to Work team will respond to your initial request within five business days of receipt.
What happens if an effective reasonable accommodation cannot be identified or provided?
If, after a thorough analysis, an accommodation cannot be identified that would enable you to perform the essential functions of your job or if the company cannot provide identified accommodations because doing so would cause undue hardship, a temporary medical leave of absence will be evaluated as a potential accommodation. For a permanent disability has rendered you unable to perform the essential functions of your job even with reasonable accommodations or if no other reasonable accommodation can be provided, you will be placed into our Return to Work Job Search Program to look for a new job that is within your work restrictions and for which you are qualified.
For further information and instructions, consult the Leave of Absence web page and/or contact your Stay at Work/Return to Work Consultant.