Process for Requesting Accommodations
- Faculty or staff member should initiate request with the office of Human Resources by completing the information on the ADA Reasonable Accommodation Request Form.
- Faculty or staff members may need to provide any necessary supporting medical documentation and/or permission for the ADA Coordinator or designee to speak directly with your healthcare provider(s) about your specific request by completing the medical information form. Please upload the completed medical information form using this secure link.
- ADA Coordinator or designee will gather relevant information from appropriate individuals identified as having a need to know, such as the individual’s supervisor, department head or Vice President, keeping medical information confidential.
- Appropriate reasonable accommodation(s) will be identified.
- ADA Coordinator or designee will communicate with all necessary impacted stakeholders, providing only the minimum details necessary to implement the accommodation and will facilitate the accommodation being made.
- ADA Coordinator or designee will work with the requesting faculty or staff member to establish a timeline to review the accommodation effectiveness.
- If a request for reasonable accommodation is not approved, ADA Coordinator or designee will communicate the factors utilized in the decision and explore additional options, as appropriate.
- Information regarding this accommodation request is confidential and will only be shared as needed with the appropriate personnel to consider the implementation of a reasonable accommodation. Information related to an accommodation request will not be placed in your employment file. All medical documentation will be kept confidential.
- For the purposes of the ADA, the term “disability” means, with respect to an individual–a physical or mental impairment that substantially limits one or more major life activities of such individual; a record of such an impairment; or being regarded as having such an impairment.
What is the ADA?
The Americans with Disabilities Act of 1990 is a federal law which generally forbids disability-based discrimination.
What is a reasonable accommodation?
A reasonable accommodation is any adjustment to a job, employment process or practice, or to the work environment that permits a qualified individual with a disability to participate in the application process, to perform the essential functions of a job, or to enjoy the benefits of employment in a manner equal to that enjoyed by other applicants or employees, provided that it does not present an undue hardship to the business or academic needs of the University. Determining a reasonable accommodation often requires balancing between the accommodations an employee desires to meet the job’s requirements, and the investment and modifications an employer has to make to accomplish the accommodations and requires consideration of essential job functions, business needs, and an employer’s resources.
Can I bring someone with me when I meet with the ADA Coordinator or designee?
Employees may be accompanied by a support person when they meet with the ADA Coordinator or designee.
How does HR address confidentiality?
Disability-related information is to be treated as medical information. For example, University faculty and staff do not have a right or a need to access diagnostic or other information regarding the disability of an employee or applicant; they only need to know what accommodations are necessary or appropriate to meet the individual’s disability-related needs. If an employee has requested an accommodation, the individual will be informed as to what information is being provided to the department or supervisor regarding the request. To protect confidentiality by assuring limited access, all disability-related information must be filed with appropriate offices and kept separate from any other files. Departments or individuals should not keep any copies of such documentation within departments or offices.