The Center for Students with Disabilities is the office on campus charged with providing accommodations and auxiliary services to students with disabilities.  They administer the procedures by which students disclose a disability and request accommodations.  Student employees requesting accommodations in the capacity of their employment should contact OICR.

A reasonable accommodation is a modification to a job, work environment or how things are usually done that allows an otherwise qualified individual an equal opportunity throughout their hiring and employment.  The goal is to enable equal access to essential functions by remediating any barriers that would impede the individual from completing their duties.

An individual meets the Americans with Disabilities Act definition of disability that would qualify them for reasonable accommodations if they:

• have a physical or mental impairment that substantially limits a major life activity; or
• have a record (history) of such an impairment

Individuals who are treated as if they have a disability are protected from discrimination but are not entitled to accommodations.  Determination as to whether a person has a disability is always in an individualized interactive process.

Accommodation determinations are made on a case-by-case basis.  The purpose of an accommodation is to provide a person with a disability the opportunity to have equal access to the essential functions of the job or program.  The accommodation cannot fundamentally alter an essential function of requirement or create an undue hardship, as determined by OICR.

A qualified individual is a person who meets the requirements of an employment position, and who can perform the essential functions of the position with or without reasonable accommodation.  We must consider reasonable accommodation for qualified individuals who are requesting workplace accommodation on the basis of disability and sincerely held religious beliefs.

Disabled individuals wanting to engage in university programs, services and activities, such as through event attendance or through seeking accessible information, should contact the office or person listed for that program.  Typically, this contact information is provided at the bottom of promotional event materials.

Programs that are not sure what to do with an accommodation request, or that feel they can't provide an accommodation, should contact OICR to consult on how to respond.

Individual units/departments/programs are responsible for ensuring that their programs, services and activities are accessible, and have a responsibility to work directly with the program participants requesting accommodations.  OICR can provide consultation as needed in determining how to provide accommodations.

A program should consult with OICR before denying an accommodation request.

Learn more about accessible event planning here, including what contact information to provide so program participants know where to request accommodations.

Accommodations are determined on an individualized basis, and are not prescriptive.  In general, accommodations can be provided to assist with physical things, like a sit-stand desk, a ramp or automatic door opener.  Accommodations can also be provided for process or policy modifications like extra breaks, leave, flexible work schedules, or other changes to the job that may be different than what is generally expected. Accommodations are intended to remove barriers so an employee can do their job.  The Job Accommodation Network is a great resource for Accommodation options.

No. The accommodations process, as facilitated by OICR, though, does include contact to a direct supervisor to discuss the nature of the requested accommodation.  OICR does not disclose any information regarding the disability to the supervisor. The requestor must have an intake meeting with OICR before any discussion with the supervisor is initiated.  Consent will be requested before contacting supervisors.

Relevant medical documentation, if available, is useful. OICR can also have the employee sign a medical release form so that we can communicate directly with a medical provider.

Generally, this depends on the type of accommodation, disability and specific job functions.  Some accommodations may be temporary, as with short term impairments, and some may be permanent because the nature of the diagnosis is unchanged. Additionally, the business needs of a unit may change, and thus the long term nature of some accommodations may be impacted.

OICR can be consulted in cases like this, but generally the requestor is the person who knows themselves, their diagnosis (and its impact) as well as their job functions best.  Medical information is also used to generate ideas as well.  For more information on types of accommodations, please review the Job Accommodation Network.

None.  OICR will only share that you are seeking an accommodation and has determined you are eligible to receive them.

In most cases, a letter from a medical provider that includes relevant information to the specific request and how it impacts you in the work environment.  We do not seek or want more medical history than the current impact.

If the request that the employee is making can be supported directly by the unit, then the accommodation can be implemented informally. If the request is more complex, or if the supervisor is unsure on how to handle the request, they should direct the employee to OICR to request a workplace accommodation.

Supervisors should never request medical documentation from an employee.

Supervisors are key to the accommodation process.  Once an employee has shared they need something like an accommodation, the supervisor should either:

• Provide the employee with what they need if it is something you would do for similarly situated employees in your unit (like purchasing new office furniture or computer equipment), or
• Refer and encourage the employee to reach out to OICR to request an accommodation

Once an employee has engaged OICR in the accommodation process, OICR will reach out to the supervisor to let them know the employees rights, and to inquire about the nature of the employee's job and the business needs of the unit.  OICR is the final decider of accommodations, but the process should be interactive and communicative with all parties involved.  Where there is conflict information from supervisors and employees, OICR will use all pieces of information to analyze the case and make a final determination.

Accommodations are voluntary and an employee does not have to go through the accommodations process if they choose.  Employees are also in control of what they want to disclose or not disclose.  OICR will only communicate with a supervisor once an employee has given OICR permission.  In most cases without permission to speak to a supervisor, an accommodation cannot be provided.

OICR will share only the information that is necessary for a supervisor to engage in the accommodation process. This never involves disclosing an employees condition or medical diagnosis.  Usually, OICR will be intentionally vague to protect the employee's information, but supervisors do have the right to know that OICR has made a determination that an employee has the right to an accommodation, and will share how the employee is impacted in the workplace so supervisors can engage and share their perspective on the impacts of the essential functions of the job.