Reasonable accommodations are available for employees with a disability, which is a physical or mental impairment that substantially limits one or more major life activities. Reasonable accommodations for an employee may include changing the physical layout of the workplace, restructuring job duties, providing assistive technology or modifying the employee’s work schedule. Reasonable accommodation for an applicant may include making reasonable modifications to the application, screening or interview process to ensure the process is accessible. Reasonable accommodations for individuals with disabilities and underlying medical conditions may be temporary or permanent.

Requirements

• Employees are required to request a reasonable accommodation.
• In most cases, the Accessibility and Accommodations Division will request medical documentation or request that your treating provider to complete the Accommodation Medical Request Form.
• If the employee requests the Division obtain their medical records directly related to the underlying medical condition from the treating provider, an Authorization to Release Medical Records will be needed. If the employee prefers to obtain their own medical documentation, the Authorization is not required.
• Meet with an Accessibility Specialist and engage in the interactive process.

Employee accommodations for pregnancy, childbirth or a related condition may include more frequent breaks, limits on lifting, access to places to sit, ergonomic furniture, limiting or eliminating exposure to certain chemicals, time and private lactation space, temporary parking accommodations, or other measures that can enable the employee to work. Student employees including graduate student employees can request accommodations based on pregnancy, childbirth or a related condition by contacting through the Accessibility & Accommodations Division as well.

Accommodations related to academic needs of pregnant and parenting students should be directed to the Title IX office.

Requirements

• Employees are required to request a reasonable accommodation.
• In most pregnancy cases, the Access and Accommodations Division will request medical documentation or request your treating physician to complete the Accommodation Medical Request Form.
• If the employee requests the Division obtain their medical records from the treating provider, an Authorization to Release Medical Records will be needed. If the employee prefers to obtain their own medical documentation, the Authorization is not required.
• Engagement in the accommodation interactive process.

Accommodations may be available for employees in need of accessible parking spaces on a temporary or permanent basis. Parking accommodations may be provided to employees needing a reserved space close to their workplace entrance and parking with an accessible aisle.

Requirements

• Documentation explaining the need for the accessible parking space including either medical documentation, or other applicable information.
• If medical documentation is needed, the Access and Accommodations Division will request medical documentation or request your treating physician to complete the Parking Accommodation Medical Form.
• If medical documentation is needed and the employee requests the Division obtain their medical records from the treating provider, an Authorization to Release Medical Records will be needed. If the employee prefers to obtain their own medical documentation, the Authorization is not required.

Religious accommodations may be available to individuals with sincerely held religious beliefs or practices. Examples include, but are not limited to, flexible scheduling, leave for religious observances, and wearing certain dress or hairstyles.

Requirements

• Individual must attest to their religious belief
• Engage in the accommodation interactive process.