Pursuant to the federal Americans with Disabilities Act Amendments Act (ADAAA) and state Fair Employment and Housing Act (FEHA), if you are an eligible employee and need assistance to perform one or more essential functions of your job, you may request a reasonable accommodation. When a request for reasonable accommodation is received, the company will engage in the interactive process, which includes a discussion with the employee requesting the accommodation, supervisor, and the interactive process consultant, to determine how the requested accommodation, or a comparable accommodation, can be provided.

A reasonable accommodation is defined as the removal of a workplace barrier and would include any modification or adjustment to a job, employment practice or work environment that allows the eligible employee to perform the essential functions of the job and is not considered burdensome to a company.

Each accommodation request is reviewed and analyzed on a case-by-case basis to determine eligibility, effectiveness and reasonability of the accommodation in enabling the individual to perform the essential functions of his or her job. While the employee's accommodation preference will be considered during the interactive process, the company may offer an alternate accommodation if it removes the barrier and allows the employee to perform the essential functions of the job.

If you need to request a reasonable accommodation, you should discuss it with your supervisor and/or contact the Accommodations Team. Additional information can be reviewed on the Reasonable Accommodations and the Interactive Process section of the PGE@Work Intranet.

In addition to the information in this section, there is also important information about your benefits in other parts of this Handbook. Be sure to review the About this Handbook section, the Benefits at a -Glance section, the What If… section, and the Rules, Regulations & Administrative Information section.

The plan documents and the most recent group long-term disability insurance policy or policies contain the detailed provisions of the plans. If a conflict exists between these plan documents and the portions of this Summary of Benefits Handbook which pertain to these plans or any other communications or documents, the terms of these plan documents shall govern the operation of the plans.

The Employee Benefit Committee of PG&E Corporation is the Plan Administrator of the plans and has the discretionary authority to interpret and construe the terms of the plans, to resolve any conflicts or discrepancies between documents and to establish rules which are necessary or desirable for the administration of the plans. Notwithstanding the foregoing, the insurer has the authority to construe and interpret the terms of the insurance policy, the certificate of insurance or other similar documents which describe the terms and conditions of the disability insurance policy or policies. Nothing in the plan documents or any other communication or document is intended to provide any individual with a substantive right to long-term disability benefits that are not provided for in the long-term disability insurance policy or policies.