Introduction – The ADA Employee Accommodation Process
The University of Notre Dame is committed to the fair and equitable treatment of all members of the University community. Persons with disabilities will be provided equal employment opportunities in accordance with the requirements of the Americans with Disabilities Act of 1990 (ADA), the Rehabilitation Act of 1973 and other applicable state and federal regulations.
Title I of the ADA requires an employer to provide reasonable accommodation to qualified individuals with disabilities who are employees or applicants for employment, except when such accommodation would cause an undue hardship. The Office of Human Resources at the University of Notre Dame is committed to guiding employees and the departments involved through the accommodation process with great care and attention to the needs of all impacted by the outcome.
Accommodation 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.
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.
Accommodations for Visitors or Non-employees
If you are not a Notre Dame employee but seek accommodation as a visitor or applicant, please visit the accommodation for visitors and applicants page.
If you desire to appeal your ADA accommodation, please visit the accommodation appeals page to fill out and submit an appeal request to the Office of Institutional Equity.