Background: Reasonable accommodations are alterations/changes in the workplace that enable persons with disabilities to perform the essential functions of their jobs and to enjoy equal benefits and privileges of employment.
Procedures for processing workplace accommodations will allow the University to process requests in a prompt, fair and efficient manner.
The term qualified refers to an individual with a disability who is able to fulfill the essential functions or requirements of the position with or without the provision of reasonable accommodations.
Reasonable accommodations are: Changes to a task, a way of doing things, or the individual’s workplace that make it possible for a qualified individual with a disability (as described above) to carry out the essential functions of the job.
Here is a snapshot of some types of reasonable accommodations that may be available: eyeglasses, hearing aids, prosthetic limbs, or a wheelchair).
The procedures also provide guidance to individuals with disabilities on steps to request accommodations and what to expect.
Definitions: Procedures: Time limits: Absent extenuating circumstances, requests for reasonable accommodations should be processed within fifteen (15) work days of receipt by the supervisor or Human Resources professional.
Resources, trainings, services, and events: EOC provides accommodation services, programs, trainings, information about helpful resources, and other University policies ( Questions: Directly contact Rudy Jones, associate director, EOC, at [email protected] 919-966-3576 for assistance or to answer any questions you have about the ADA Reasonable Accommodations in Employment Policy.
Alternatively, contact Becci Menghini, who serves as the University’s equal opportunity/disability (Section 504) coordinator, at 919-843-0594 or [email protected]
The dialogue may not be necessary where the existence of the disability and the need for the accommodation is obvious, and the supervisor and employee agree upon the most effective reasonable accommodation. Agreeing on a reasonable accommodation: The supervisor and/or Human Resources professional should begin an interactive dialogue with the employee when (1) the specific limitation, problem or barrier is unclear; (2) an effective reasonable accommodation is not obvious; or (3) the parties are choosing between different reasonable accommodations.
The dialogue may not be necessary where the existence of the disability and the need for the accommodation are obvious, and the supervisor and employee agree upon the most effective reasonable accommodation.
As stated in my article in the last issue, individuals with disabilities, applying to doctoral and postdoctoral internship sites, must not be subjected to discrimination in the interviewing and selection process.