Employee Accommodations


The Reasonable Accommodation Process is the process to explore possible workplace accommodations for employees with disabilities.


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 by employees without a disability.  For example, a reasonable accommodation may include:

  • Acquiring or modifying equipment or devices,
  • Job restructuring
  • Modified work schedule
  • 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 requests an accommodation, the manager/supervisor/department head should direct the employee to the Office of Equal Opportunity Programs.

The Employee is responsible for the following:

  • Forwarding the completed Employee Accommodation Request Form to the Office of Equal Opportunity Programs.
  • Working with their healthcare provider to complete and return the Medical Inquiry Form
  • Working with the Office of Equal Opportunity Programs as part of the interactive accommodation process.

Possible accommodations are reviewed with the manager/supervisor/department head before a final offer of reasonable accommodations is made to the employee. Please review to the Reasonable Accommodation and Equal Access Policy and related procedures for additional information.