County of Alameda

Medical Leaves & Accommodation Services Case Manager Trainee (#0457)

Bargaining Unit: Unrep - Confidential Mgmt (U50)
$38.70-$49.40 Hourly / $3,096.00-$3,952.00 BiWeekly /
$6,708.00-$8,562.67 Monthly / $80,496.00-$102,752.00 Yearly

This classification specification describes the entry/trainee level of the Medical Leaves & Accommodation Services Case Manager classification flexibly-staffed series.  Incumbents in this classification, under close supervision, are responsible for providing professional-level, direct, day-to-day disability-related consultation, technical assistance and support to County agencies/departments who have centralized their medical leave and accommodation program pursuant to County policies and procedures, state and federal disability laws and leave provisions, and other applicable statutes in a training capacity; and performing other related work as required.


This classification is part of a two-level flexibly-staffed class series of the Medical Leaves & Accommodation Services Case Manager classifications.  This position is located in the Human Resource Services Medical Leaves & Accommodation Services unit and reports directly to the Medical Leaves & Accommodation Services  Supervisor.  The Medical Leaves & Accommodation Services Case Manager Trainee classification is distinguished from the higher-level Medical Leaves & Accommodation Services Case Manager in that the former class is in training, learning the full scope of the assigned duties and responsibilities, while the latter is independently performing professional-level work and having full responsibility for an assignment.

Medical Leaves & Accommodation Services Case Manager Trainees are expected to gain experience and demonstrate proficiency which qualifies them to promote to the higher-level class after the equivalent of one (1) year of full-time service.  If proficient, incumbents will be eligible to be flexibly promoted to the MLAS Case Manager classification after the equivalent of six (6) months.  Appointment at the Medical Leaves & Accommodation Services Case Manager Trainee level will not be extended beyond one (1) year.

NOTE: The following are the duties performed by employees in this classification.  However, employees may perform other related duties at an equivalent level.  Each individual in the classification does not necessarily perform all duties listed.

As assigned in a training capacity:

  1. Reviews reasonable accommodation requests and supporting documentation from employees and reasonable accommodation candidates participating in Alameda County’s recruitment and selection process; promptly engages the employee and supervisor, or candidate, in the interactive process; provides timely documentation of the department’s ability to accommodate requests; assists in the implementation of accommodations/supply of ergonomic equipment; provides follow up to ensure accommodations are effective, and documents reasonable accommodation efforts.
  2. Researches assistive technology, software, equipment, and other reasonable accommodation possibilities for employees and applicants with disabilities in compliance with local, state, and federal laws.
  3. Conducts or assists centralized County agencies/departments in the development and completion of essential job functions analysis.
  4. When conducting alternate job searches, assesses an employee’s qualifications and eligibility for alternate positions pursuant to Civil Service Rules; run vacancy position reports; make alternate job offers with or without reasonable accommodation, and may file for disability retirement on behalf of employees when applicable.
  5. May work with centralized agencies/departments to determine the appropriateness and availability of temporary modified work assignments based on specific medical documentation/employee’s work restrictions and oversee the coordination of such assignments.
  6. Maintains confidential employee medical files; appropriate records of each medical leave and/or accommodation management case, related meetings, and discussions; and the outcome of reasonable accommodation requests in a database system.
  7. Oversees the coordination of Family and Medical Leaves (FML) and/or County leaves of absence, ensures timely notifications to employees regarding their remaining options when all entitled leaves are exhausted; and consults with supervisors/managers on deviation from approved FML intermittent leave and/or fraudulent claims.
  8. Oversees the timely processing of workers’ compensation claims in collaboration with Risk Management; works closely with the County’s Third-Party Administrator on the progress of the claims, the implementation of Family and Medical Leave and County industrial related leaves of absence; attends Third Party Administrator meetings as needed and initiates the interactive reasonable accommodation process when appropriate.
  9. Participates in case management meetings with County agencies/departments, including Risk Management/Third Party Administrators, County Counsel, and Labor Relations, and recommends appropriate plans of action to ensure the proper handling of each case.
  10. Prepares various medical leaves and accommodation reports; conducts and/or assists in medical leaves and accommodation-related presentations for employees, managers, and/or supervisors; and attends various meetings and trainings as needed.
  11. Communicates with employees, health providers, County agencies/departments in a timely manner.
  12. Consults with the Medical Leaves & Accommodation Services Supervisor as needed on complex and/or high-risk cases.



The equivalent of two (2) years of full-time experience as a Medical Leaves & Accommodation Services Technician or Human Resources Technician in the Alameda County classified service.

Experience involving medical leaves and reasonable accommodation case management, the administration of family and medical leaves, or workers’ compensation is highly desirable. 



Possession of a bachelor's degree in a relevant field from an accredited college or university.



The equivalent of one (1) year of recent, full-time experience in professional-level human resource management involving medical leaves and reasonable accommodation case management, the administration of family and medical leaves, or workers’ compensation is highly desirable. 


Four (4) additional years of experience may be substituted for the education requirement in Pattern II.

NOTE: The Civil Service Commission may modify the above Minimum Qualifications in the announcement of an examination.

NOTE: The level and scope of the following knowledge and abilities are related to duties listed under the “Examples of Duties” section of this specification.

Knowledge of:

  • State and Federal disability laws, leave provisions, and regulations.
  • County policies and procedures, Administrative Code, CS Rules, Personnel Procedures, Memoranda of Understanding (MOUs), and personnel administration.
  • EEO concepts and guidelines for compliance related to employee/applicant disabilities.
  • Public sector human resource practices and principles including, but not limited to, employment selection, position classification and compensation.
  • Effective techniques of interpersonal relations, negotiation, strategies, conflict resolution and problem solving.
  • Statistical methods used to analyze data.
  • Human resource management systems applications, and other commonly used software applications.
Ability to:

  • Analyze, problem solve, and make sound judgments and appropriate recommendations.
  • Demonstrate interpersonal sensitivity.
  • Establish effective working relationships and confer at all levels.
  • Negotiate and strategize.
  • Plan and organize.
  • Effectively communicate, orally and in writing.
  • Assist with developing and conducting training in related areas of disability management and reasonable accommodation.
  • Provide effective and efficient leadership, direction, and supervision to staff, including basic coaching and team building.
  • Make presentations to individuals and groups.
  • Read, interpret, and apply laws, rules, regulations, standards, and procedures.
  • Use applicable state and federal provisions, as well as Charter and Civil Service Rules and Regulations.

NewSpec 0457.docx
RE:sa 07/13/2022
CSC Date: 11/02/2022


Alameda County offers a comprehensive and competitive benefits package that affords wide-ranging health care options to meet the different needs of a diverse workforce and their families. We also sponsor many different employee discount, fitness and health screening programs focused on overall well being.  These benefits include but are not limited to*:

For your Health & Well-Being

  • Medical – HMO & PPO Plans
  • Dental – HMO & PPO Plans
  • Vision or Vision Reimbursement
  • Share the Savings
  • Basic Life Insurance 
  • Supplemental Life Insurance (with optional dependent coverage for eligible employees)
  • Accidental Death and Dismemberment Insurance 
  • County Allowance Credit
  • Flexible Spending Accounts - Health FSA, Dependent Care and Adoption Assistance
  • Short-Term Disability Insurance
  • Long-Term Disability Insurance
  • Voluntary Benefits - Accident Insurance, Critical Illness, Hospital Indemnity and Legal Services
  • Employee Assistance Program

For your Financial Future

  • Retirement Plan - (Defined Benefit Pension Plan)
  • Deferred Compensation Plan (457 Plan or Roth Plan)

For your Work/Life Balance

  • 12 paid holidays
  • Floating Holidays
  • Vacation and sick leave accrual
  • Vacation purchase program
  • Management Paid Leave**
  • Catastrophic Sick Leave
  • Group Auto/Home Insurance
  • Pet Insurance
  • Commuter Benefits Program
  • Guaranteed Ride Home
  • Employee Wellness Program (e.g. At Work Fitness, Incentive Based Programs, Gym Membership Discounts)
  • Employee Discount Program (e.g. theme parks, cell phone, etc.)
  • Child Care Resources
  • 1st United Services Credit Union 

*Eligibility is determined by Alameda County and offerings may vary by collective bargaining agreement.  This provides a brief summary of the benefits offered and can be subject to change.

** Non-exempt management employees are entitled to up to three days of management paid leave. Exempt management employees are entitled to up to seven days of management paid leave.

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