The University strives to create an environment that is accessible and inclusive for all employees. The DRC partners with University departments to eliminate barriers to access and promote inclusion. The DRC is also the primary point of contact for disabled and pregnant employees regarding access barriers and requests for reasonable accommodations.
What is a Reasonable Accommodation?
Interactive Process for Requesting Reasonable Accommodations
Examples of Reasonable Accommodations
A reasonable accommodation is a change to an application process, work environment, or the way work is customarily performed that enables a disabled or pregnant employee to enjoy equal access. Personal items/devices (e.g., glasses, hearing aids, wheelchairs) are not considered reasonable accommodations.
The DRC Workplace Access staff are available to speak with employees who would like information about removing barriers to access in the workplace or requesting reasonable accommodations. Often times, the DRC is able to work with departments to remove barriers to access through a redesign of the work space so that employees do not need to request accommodations.
If a disabled or pregnant employee decides to request an accommodation, they must submit an Accommodation Request Form and may be required to submit a Medical Provider Form. Once submitted, these forms will be maintained at the DRC and kept confidential. (We recommend using Adobe Acrobat Reader to open the fillable PDF version.)
The DRC will make a determination about whether an employee is eligible for accommodations. If an employee is eligible, the DRC will engage in an interactive process to determine if the accommodation request is reasonable. The DRC will consult with the employee, the employee’s supervisor, and other individuals as appropriate to gather information about the essential functions of the employee’s job and/or whether implementing the accommodation request would pose an undue hardship for the University. Based on the information gathered, the DRC will make a determination about whether the accommodation requested is reasonable and will communicate its determination in writing to the employee and supervisor.
If an accommodation is determined to be reasonable but it is not implemented by the department in a timely or effective manner, the employee should contact the DRC as soon as possible.
If an employee is not eligible for reasonable accommodations, the DRC may partner with a supervisor or department to identify voluntary and readily achievable means to meet an employee’s request.