ADA Accommodation Process

These guidelines set out the process for making and assessing employee requests for accommodation of disabilities. The process is a collaborative and interactive one that fosters information sharing, constructive communication, and thoughtful decision making.

A “disability” is generally defined as a physical or mental impairment that substantially limits a major life activity. In order to be covered by applicable law, a disabled employee must be able to perform the essential functions of the job with or without reasonable accommodations.  Employees who believe that a reasonable accommodation of their disability is necessary to enable them to perform the essential functions of their job may request an accommodation by submitting a Request for Disability Accommodation form to Human Resources at The form will be maintained separately from the employee’s personnel file.

Upon receipt of the Request for Disability Accommodation Form, Human Resources will determine what additional information may be necessary to consider the request, such as information from the employee’s healthcare provider. Human Resources will then facilitate discussion involving the employee and department management to evaluate the request and determine whether and what type of accommodation is warranted. Qualifying employees will be provided a reasonable accommodation, but not necessarily the accommodation of their choice. If the employee is not satisfied with the decision, s/he may request further review by the Vice Chancellor for Human Resources or their designee.

The decision to grant an accommodation does not necessarily imply an acknowledgment that the employee is disabled within the meaning of applicable law.

These guidelines are not applicable to students, who should contact Disability Resources with questions about disability accommodations.