Accommodations for Employees
An employee who believes he or she has a disability that requires accommodation is responsible for making the request. A request for accommodation may be initiated with the employee’s supervisor/manager, department head, or Human Resources Consultant.
The Office of Institutional Equity has created an ADA Interactive Process Chart to provide clarity to individuals and their departments going through the ADA interactive process. This document provides a high-level overview of the ADA process.
Click here to view the ADA Process Chart: ADA Interactive Process Chart (36 KB)
Review of Requested Accommodation
Submitting the Reasonable Accommodation Request Form (Word Version and PDF Version available) sets in motion a collaborative, interactive process between the employee, supervisor/manager, department head, Human Resources Consultant, and the ADA and Employment Compliance Program Manager to determine whether a reasonable accommodation is available to assist the employee in performing the essential functions of their role. Submitting a request for reasonable accommodation does not guarantee an accommodation will be granted. The employee must provide the proper documentation regarding the disability and the request will be analyzed according to the guidelines set forth by the U.S. Equal Employment Opportunity Commission (EEOC).
Employees with workplace restrictions must provide medical documentation from their healthcare provider detailing the restriction(s) and reason(s) for the restriction(s). Workplace restrictions must be reviewed and updated upon the following:
- Every three years; or
- If the department is having difficulty accommodating restrictions that have become more severe or drastically different than the original restrictions submitted by the employee’s healthcare provider.
If you have questions regarding workplace restrictions, please contact the ADA Manager or your Human Resource Consultant.