Requesting Work-Related Accommodations at UMBC: Procedures

The Office of Accessibility & Disability Services (ADS) will assist with employment-related requests for accommodations, including facilitation of the interactive process to determine the individual’s access needs and identify the appropriate reasonable accommodation. Individuals may complete the “Reasonable Accommodation Request form ” that is available on the ADS website here: we resume campus-based operations for Fall 2021 these services remain available during COVID-19 worksite shifts for employees who telework, work on campus, or are returning to campus for work.  UMBC is requiring vaccination of all students and employees,  Detailed information about COVID-19 vaccination at UMBC, including limited exceptions, is linked here. As of August 23, the campus is over 90% vaccinated and masks are required within buildings.  The ADA/Section 504 Coordinator may be reached via, or calling 410-455-5745 for any disability, accessibility and accommodation question or concern. We are aware that during re-opening, there may be challenges, so make the call or send an email, we will listen and look forward to working with you.

  • Requests for accommodations should be made far enough in advance to allow the ADS Accessibility Manager adequate time to review the request, facilitate the interactive process, and to coordinate implementation of the approved accommodation.
  • Within five (5) business days of receipt of a request for reasonable accommodation, the ADS Manager will initiate the interactive process by reviewing the Reasonable Accommodation Request Form, communicating with the requesting employee regarding the accommodation, scheduling an intake meeting, obtaining supporting documentation, and discussing potential next steps.
  • Supporting documentation from a licensed health care professional may be required to establish that the individual has a health condition that qualifies as a disability and to determine an effective accommodation. Employees are encouraged to share the essential functions of their job description with their health care provider to provide context for supportive documentation. Position descriptions are available upon request from Human Resources, which may further inform a health care provider’s assessment of limitations and potential employment-related accommodation. The licensed health care provider’s documentation may be an existing document from the employee, and a variety of formats are accepted. UMBC’s Health Care Provider Inquiry Form, while not required, outlines the type of information being sought. Original documentation, once received, will be maintained in the employee’s separate, confidential health file in HR. Supplemental information may be requested to further support the accommodation request if the employee’s submitted documentation is insufficient to determine reasonable accommodation. Employees may sign a “Consent to Release of Information” form to facilitate the sharing of accommodation-related information between the health care provider and the ADS Manager in regards to the employee’s limitations in the context of the essential functions of their position.
  • Personal health information (e.g. diagnosis) is not shared by the ADS Manager with the department, though disability status and functional limitations related to the performance of essential work functions are shared on a need-to-know basis as part of accommodation communication and implementation.
  • The ADS Manager will seek input from the employee’s supervisor/chair and departments that inform accommodation, which may include Human Resources, Facilities Management, and DoIT if relevant during the interactive process. When assistive technology is sought, a device may be requested from the Maryland Technology Assistance Program (MDTAP) or a similar technology loan program to discern efficacy. The ADS Manager will work with the supervisor or department head if there is a concern about undue hardship related to implementation and discuss the process for approved accommodations.
  • The ADS Manager may approve a modified or alternative accommodation in place of the requested accommodation that meets effectiveness. The manager will also review existing resources, processes, and supports generally available to all campus members.
  • At the conclusion of the interactive process, the ADS Manager shall approve, deny or modify the accommodation request. The ADS Manager will notify the requesting employee and the department chair or supervisor in writing of the accommodation determination. A copy of the notification will be retained in the employee’s confidential file in Human Resources.
  • If there are costs associated with an approved accommodation, such costs will be borne by the department or unit where the employee (faculty, student worker, or staff) works unless an alternative funding source is identified. The ADS Manager can assist with questions related to this process.
  • The University will use good faith efforts to implement reasonable accommodations within thirty (30) days of approval.
  • Approved accommodations are periodically reviewed to assess effectiveness in balance with operational necessities. If the need for the accommodation changes significantly, including a significant improvement or worsening of the health condition, the employee is responsible for requesting that the interactive process resume as the next step in resuming the preceding steps as a modification, which may be repeated as necessary if the qualifying condition changes. The accommodation process is available for more than one qualifying condition, if accommodation is being sought for each condition. Supplemental documentation for the additional or subsequent qualifying condition may be requested to inform the related accommodation request(s).
  • If an individual is dissatisfied with the determination of the reasonable accommodation request, the requesting employee shall have ten (10) business days to informally appeal/request reconsideration of the determination of accommodation(s) by writing or requesting a meeting with the Assistant Vice Provost for Accessibility and Disability Services. The Assistant Vice Provost will review all information and documentation presented and schedule a reconsideration discussion with the employee. The AVP will issue a final decision within ten (10) business days after the appeal/reconsideration meeting to complete the interactive accommodation review process.
  • If after following the above procedures, the employee wants to file a discrimination complaint, they are referred to UMBC’s Office of Equity and Inclusion, Administration Building 9th floor, email: phone: 410-455-2735 website: Subsequent external reports may be filed with the Maryland Commission on Civil Rights, 6 St. Paul Street Ninth Floor, Baltimore, MD 21202, phone: 410-767-8600 website: or the Equal Employment Opportunity Commission, 10 S. Howard Street Third Floor, Baltimore, MD 21201, phone: 800-669-4000, website:
  • Employees are encouraged to be pro-active with their request for accommodation, as accommodations cannot be granted retroactively.
  • If you have questions about the procedures or employee accommodation, contact the ADS Accessibility Manager, Stephanie Lazarus by phone: 410-455-5745, email: or visit our offices in Math/Psych 212 on campus. Initial inquiries from faculty, staff, student employees (including work-study and graduate assistants) and their Chairs/supervisors are welcome.