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Reasonable Accommodation Policy

Union Pacific's policy and procedures on reasonable accommodations fully comply with the requirements of federal and state employment laws. Under the law, Union Pacific must provide reasonable accommodations to otherwise qualified employees or applicants with disabilities, unless to do so would cause undue hardship. An individual with a disability is a person who: (1) has a physical or mental impairment that substantially limits one or more major life activities; or (2) has a record of such an impairment; or (3) is regarded as having such an impairment. Union Pacific is only obligated to provide reasonable accommodations to applicants and employees who have an actual current or recurring disability.

Union Pacific is committed to providing reasonable accommodations to its employees and applicants for employment to ensure that individuals with disabilities enjoy equal access to all employment opportunities. Union Pacific will provide reasonable accommodations:

  • When an applicant with a disability needs a reasonable accommodation to have an equal opportunity to compete for a job.
  • When an employee with a disability needs a reasonable accommodation to enjoy equal access to the benefits and privileges of employment (e.g., training, attending company sponsored events, access to lunch and coffee rooms).
  • When an employee with a disability needs a reasonable accommodation to perform the essential functions of the job or to gain access to the workplace. Essential functions are the basic job duties that an employee must be able to perform. 

An applicant, or another individual on behalf of the applicant may request a reasonable accommodationApplicants should ensure that the “message” field of the form includes an explanation of why the reasonable accommodation is being requested.

Union Pacific will engage in the interactive process to clarify the needs of the individual making the request, and ask questions to try to identify the appropriate reasonable accommodation. This interactive process may include a request for reasonable medical documentation to allow Union Pacific to ascertain whether the individual has a qualified disability under the ADA, and whether the disability necessitates accommodation.

A reasonable accommodation can include a change in the workplace or the way things are customarily done that provides an equal employment opportunity to an individual with a disability. Reasonable accommodations can cover many things that enable an individual with a disability to apply for a job, perform a job or have equal access to the workplace and benefits of employment.

Common types of accommodations include:

  • Modification of work schedules or supervisory methods
  • Granting breaks or providing leave of absence
  • Altering how, where or when job duties are performed
  • Removing and/or substituting a nonessential or marginal job function
  • Providing assistive technology, including information technology and communication equipment, specially designed furniture, or modified tools
  • Removing an architectural barrier, including reconfiguring work spaces
  • Providing accessible parking
  • Providing job reassignment into another job in compliance with the applicable collective bargaining agreements

There are some things that are not considered reasonable accommodations. Examples include:

  • Provision of personal items such as a hearing aid or prosthetic device that is needed both on and off the job
  • Job assignment outside of an employee’s seniority in violation of the collective bargaining agreement without the agreement of the union
  • Ignoring operating and safety rules, including but not limited to, requirements such as FRA or Union Pacific mandated safety equipment
  • Altering the content of the job or job environment in such a manner as to alter the essential nature of the business purpose
  • Allowing an employee to fail to meet numeric production or performance standards
  • Changing an employee’s supervisor
  • Accommodations that would cause an undue hardship to the company or employees, defined as creating significant difficulty or expense
  • Accommodations that would pose a significant risk of substantial harm to the health or safety of the employee or others

Union Pacific will process requests for reasonable accommodations and will provide reasonable accommodations where appropriate in a prompt and efficient manner. Union Pacific’s EEO Compliance staff will administer the Reasonable Accommodation Policy. Health and Medical Services personnel will implement the reasonable accommodation program system-wide.

While the Health and Medical Services staff will oversee requests for reasonable accommodations, Union Pacific supervisors and managers will be responsible for the appropriate handling of requests made by their subordinates. Therefore, all management personnel must be familiar with this policy and with the internal resources within Union Pacific designated to assist them. Questions regarding the Reasonable Accommodation Policy should be directed to the Director EEO/AA at (402) 544-8808.

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