Disability accommodation overview
Disability employment accommodations are provided on an individual basis and determined in collaboration with the requesting employee, the employee’s manager, and assigned accommodation specialist in accordance with APS 46.5, “Reasonable Accommodation of Employees with Disabilities.” The Employee Disability Accommodation Process is intended to be interactive and collaborative, relying on open communication and active participation. The primary goal of this process is to help employees perform the essential functions of their current position, with or without accommodation.
All employees, including student employees, may request a disability employment accommodation.
For Employees: See the how to request an accommodation webpage, which includes what documentation may be required and what to expect from the process.
For minor workstation adjustments (such as desk height modifications or ergonomic enhancements), your manager may be able to implement requests without additional assistance beyond the department.
Ready to start the accommodation process? Complete the Disability Accommodation Request online form.
For Managers: Managers play an important role in the accommodation process. You are expected to partner with your unit’s accommodation specialist to support the employee, participate in the interactive process, and ensure confidentiality of any disclosed information. Managers may not deny or modify a request for accommodation without first consulting with your assigned accommodation specialist. For expectations, best practices, and documentation guidance, visit the manager’s role webpage.
Key definitions from APS 46.5
Individual With a Disability: For purposes of accommodation, an individual with a disability is one who has a sensory, mental, or physical impairment that has a substantially limiting effect upon the individual’s ability to perform their job, the individual’s ability to apply or be considered for a job, or the individual’s access to equal benefits, privileges, or terms or conditions of employment. An employee or applicant can show that they have such an impairment if it is medically cognizable or diagnosable, or they have a history or record of such an impairment.
Reasonable Accommodation: Reasonable accommodation means modifying or adjusting practices, procedures, policies, job duties, or the work or application environment so that a qualified individual with a disability can perform a position’s essential functions, and/or enjoy equal employment opportunity. Reasonable accommodation will be implemented as long as:
- It is medically necessary (i.e., there is competent medical evidence establishing a relationship between the disability and the need for accommodation), and
- It does not impose an undue hardship on the University.
Qualified Individual with a Disability: A “qualified individual with a disability” is a person with a disability who meets the skill, experience, education, and other job-related requirements of the position held or desired, and who, with or without reasonable accommodation, can perform the essential functions of the job.
Essential Functions of a Job: Essential functions are the fundamental job duties or requirements of a position. Essential functions cannot be eliminated or substantially modified without changing the nature of the position. Essential functions do not include the marginal functions of the position.
Health Care Professional: Health care professional means a person who is legally competent to diagnose and/or treat the particular medical condition or conditions which are the basis of the accommodation request.
Undue Hardship: Undue hardship means, among other things, an excessively costly, extensive, substantial, or disruptive modification, or one that would fundamentally alter the nature or operation of the institution or program.