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Employee Accommodations

Purpose

The Reasonable Accommodation Process is a consistent procedure to explore possible workplace accommodations for the College of Charleston employees.

Definitions

Disability:  Under the ADA and ADA Amendments Act of 2008, a person is considered to have a disability if (1) he or she has a physical or mental impairment that substantially limits one or more major life activities; (2) has a record of having such an impairment; or (3) is regarded as having such and impairment.

Major life activities include, but are not limited to, caring for oneself, performing manual tasks, seeing, hearing, eating,  sleeping, walking, standing, lifting, bending, speaking, breathing, learning, reading, concentrating, thinking, communicating, and working.  A major life activity also includes the operation of a major bodily function, including but not limited to, functions of the immune system, normal cell growth, digestive, bowel, bladder, neurological, brain, respiratory, circulatory, endocrine and reproductive functions.

Reasonable Accommodations: A reasonable accommodation is any change or adjustment to a job or work environment that permits a qualified person with a disability to participate in the job application process, to perform the essential functions of a job, or to enjoy benefits and privileges of employment equal to those enjoyed be employees without a disability.  For example, a reasonable accommodation may include:

  • Acquiring or modifying equipment or devices,
  • Job restructuring
  • Modified work schedule
  • Reassignment to a vacant position
  • Adjusting or modifying examinations, training materials, or policies
  • Providing readers and interpreters, and making the workplace readily accessible to people with disabilities

Qualified Person with a Disability: A person who with or without reasonable accommodations, is able to perform the essential function of the position.

Undue Hardship:  Unduly costly, extensive, substantial, disruptive or would fundamentally alter the nature or operation of the department or unit.

Requesting Accommodations

The Reasonable Accommodation Process is a collaborative and interactive process between the employee, manager/supervisor/department head, Office of Equal Opportunity Programs, and other appropriate personnel.

When an employee with an impairment request an accommodation to assist in the performance of a job, the manager/supervisor/department head should provide the employee with a copy of the Employee Accommodation Request Form

The Employee is then responsible for the following:

  • Forwarding the completed Employee Accommodation Request Form to the Office of Equal Opportunity Programs and all pertinent medical and/or psychological documentation regarding his/her impairment.

The Office of Equal Opportunity Programs may need to contact the appropriate health care providers to complete the College's Medical Inquiry Form to determine if the employee meets the definition requirement of a disability under ADA and, if so, to identify any functional limitations related to the job. 

The Office of Equal Opportunity Programs may also explore possible accommodations with the appropriate resources which may include, but not be limited to the Job Accommodation Network.

Possible accommodations are reviewed with the manager/supervisor/department head before a final offer of reasonable accommodations is made to the employee.