Resources for Faculty and Staff
Disability Resources will assist employees seeking accommodations for disabilities. An employee may self-identify as disabled at any time via HR Connection or by contacting Disability Resources at email@example.com or 412-268-2013.
Under the Americans with Disabilities Act (ADA) and Section 504 of the Rehabilitation Act of 1973, individuals with disabilities are assured services and protected from discrimination. To establish that an individual is covered under the ADA, the documentation must indicate that the disability substantially limits some major life activity, including learning and working. The following documentation requirements are provided in the interest of assuring that documentation does the following: demonstrates an impact on a major life activity; is appropriate to verify eligibility; and supports the request for accommodations, academic adjustments, and/or auxiliary aids.
The required documentation varies based on the nature of the disability. Below are the suggested guidelines for the most common disabilities:
- Attention Deficit Hyperactivity Disorder Documentation Guidelines [pdf]
- Chronic Health/Orthopedic Disorder Documentation Guidelines [pdf]
- Hearing Disorder Documentation Guidelines [pdf]
- Learning Disability Documentation Guidelines [pdf]
- Psychiatric Disability Documentation Guidelines [pdf]
- Visual Disorder Documentation Guidelines [pdf]
Faculty and Staff Process for Addressing Accommodations
An accommodation shall take those steps that may be necessary to ensure that no individual with a disability is excluded, denied services, segregated or otherwise treated differently than other individuals because of the absence of auxiliary aids and services. An accommodation is deemed “reasonable” by ADA standards unless the accommodation would fundamentally alter the nature of the goods, services, facilities, privileges, or advantages offered or would result in an undue burden, i.e., significant difficulty or expense.
The individual should bring his/her concern or request for accommodations to the appropriate supervisor. If both parties are unable to find or agree upon a workable adjustment, the supervisor may contact Human Resources for assistance. If the employee indicates that the problems are chronic and may be related to a disability, the employee will be referred to Disability Resources.
Disability Resources will request that the employee provide appropriate documentation. If the employee is found to have a disability, an Individualized Accommodation Plan [pdf] will be recommended based on an assessment of the discrepancy between the employee’s functional limitations and the essential functions of the job. Human Resources, Disability Resources, the employee’s supervisor(s) and the employee may be involved in this process as necessary.
The individualized accommodation plan details specific physical and learning issues. Generally, a copy of the plan is given to the individual to share with the campus community as the individual sees fit. The purpose of the plan is to provide a starting point for discussion of a disability as it relates to accommodations. Disability Resources may also share the plan with members of the campus community on a need-to-know basis.
Individuals with short-term conditions that substantially limit their ability to complete day-to-day work at the university may be considered for assistance via Disability Resources. If you believe you are in need of services due to a short-term condition, submit a Temporary Disability Verification Form [pdf] or contact Disability Resources.