Accommodations are determined on an individual basis and must be reasonable and suitable for the employee’s situation and workplace. Individual accommodations will be determined after a review of documentation has occurred along with completion of the registration process, an information gathering meeting held with the employee and the ADA Coordinator, and information gathering from the supervisor and/or Human Resources regarding position duties and job description to determine what would be reasonable. It is recommended that employees provide notice of their need for an accommodation and understand time may be needed to put accommodations in place, although every effort is made to have the process occur expeditiously. The following are examples of accommodations provided in the past by various University departments and are by no means exhaustive or indicative of what may be appropriate to another employee’s circumstances:
- Assistive technology
- Accessible parking
- Materials in alternate formats
- Relocation of work space
- Schedule adjustment
While the ADA Amendments Act expanded our understanding of disability to guide inclusion and accommodation, it’s important to discern that not everyone with a medical condition is protected by the law. In order to be protected, a person must be qualified for the job and have a disability as defined by the law. A person can show that they have a disability in one of three ways:
- A person may be disabled if he or she has a physical or mental condition that substantially limits a major life activity (such as walking, talking, seeing, hearing, or learning).
- A person may be disabled if he or she has a history of a disability (such as cancer that is in remission).
- A person may be disabled if he is believed to have a physical or mental impairment that is not transitory ( lasting or expected to last six months or less) and minor.
Accommodation requests regarding leave should be reviewed after exploring available leave options, including FMLA leave, with Human Resources.