Workplace Accommodations
Employees interested in a workplace accommodation can contact the Office of Human Resources (OHR) to request the paperwork to start the interactive ADA accommodations process.
The OHR’s employee ADA specialist is responsible for overseeing the University’s adherence to the employment provisions of the Americans with Disabilities Act (ADA), as amended. University faculty, staff and graduate-level students who are (RA/TA/GA) with a qualifying disability may request workplace accommodations under Title I of the ADA.
Graduate-level students in need of classroom accommodations and non-graduate level students in need of classroom and/or workplace accommodations should contact the AccessAbility Resource Center (ARC).
Eligibility for Accommodation
Having a disability or disclosing a disability alone does not automatically make someone eligible for accommodation under the ADA. To request accommodation, individuals must engage in the interactive process.
Under the ADA, an individual with a disability is defined as someone who has a physical or mental impairment that substantially limits one or more major life activities, has a record of such an impairment, or is regarded as having such an impairment.
Examples of Disabilities
Examples of Disabilities
- Attention deficit hyperactivity disorder (ADHD) or attention deficit disorder (ADD)
- Learning disabilities
- Psychiatric disabilities
- Autism spectrum disorders
- Head injury/traumatic brain injury
- Physical disabilities and systemic illnesses
- Deafness/hearing impairment
- Blindness/low vision
- Disabilities that are sporadic or degenerative in nature
- Temporary conditions
Interactive Dialogue
HR engages in communication with the requestor and their leadership team to explore the requested accommodation(s) and other alternative accommodation(s). OHR assists the parties, as needed, to evaluate what reasonable accommodation(s) would allow the requestor to perform their essential job functions without presenting an undue hardship to the department’s business needs.
Reasonable Accommodation
Reasonable Accommodation
Per the ADA, a reasonable accommodation is a modification, adjustment or elimination of a barrier to a program or service that enables an individual with a disability to participate on an equal basis and enjoy the same benefits and privileges as similarly situated individuals without disabilities. Reasonable accommodations are made on a case-by-case basis.
Actions that are not required or reasonable include:
- Lowering production or performance standards.
- Excusing violations of conduct rules that are job-related and consistent with business necessity.
- Removing an essential function.
- Monitoring an employee’s use of medication.
- Actions that would result in undue hardship (i.e. significant difficulty or expense).
- Restructuring an employee’s working hours or working location may be considered a reasonable accommodation. However, such changes must not conflict with the essential obligations of the employee’s unit and/or position. For example, some roles require employees to be physically present on campus at specific times and may not allow flexibility for remote work or altered schedules.
Confidentiality
Any records or information obtained by the employee ADA specialist as a part of the accommodation process that reflects diagnosis, evaluation or treatment of an employee’s medical or mental health condition is considered confidential and maintained by OHR. Such records shall be shared with only those University employees who have a need to know to implement the accommodation process and shall not be released except as required by law.
The employee ADA specialist and personnel involved in evaluating an accommodation request are not covered entities as defined in the HIPPA rules. With certain exceptions, the employee ADA specialist will not disclose the diagnostic or treatment information (including the ADA file) of employees participating in the accommodation process. There are, however, instances when the aforementioned information is shared with certain individuals, such as human resource personnel, first aid and safety personnel or University personnel investigating compliance with the ADA (including OHR, Compliance and Legal).
Knowledge that an employee has an approved workplace accommodation is limited to those involved in the accommodation process. Accommodation letters can be shared only with those who need to know this information.
Learn More
You can learn more about the employment provisions under Title I of the ADA from the U.S. Equal Employment Opportunity Commission website.
Questions about your rights as an employee/individual with a disability?