ADA Accomodations in Employment And For Members Of
The Public
PROTOCOL FOR DEPARTMENTS PROVIDING REASONABLE ACCOMMODATION:
1) Employment of faculty and staff
2) Members of the Public
The University of Central Florida provides reasonable accommodation in its programs offerings, employment, and academic settings in accordance with the Americans with Disabilities Act. Separate guidelines exist for responding to the accommodation needs of students; please visit the website of Student Disability Services.
Section I of these guidelines pertains to faculty, Administrative & Professional, and USPS support staff members, and applicants for such positions, requesting employment accommodation. Section II pertains to members of the public. These guidelines are designed to inform members of the campus community and the general public regarding accommodation in non-employment, non-academic settings.
Since no accommodation can be granted retroactively, potential requestors are courteously encouraged to contact the university as early as possible so that planning time allows for the best possible outcome.
Section I. Accommodation in employment of faculty and staff
Eligibility
Any individual who is applying for employment or employed by the University of Central Florida may request accommodation in employment. Individuals are deemed eligible for accommodation if they document one or more conditions that meet the definitions within the Americans with Disabilities Act Amendments Act as well as other parameters within university practice. Those practices include timely interactions with the ADA Coordinator [see contact information below], participation in development of accommodation strategies, and compliance with work rules and conduct standards, as examples. The ADA Coordinator is likely to be involved in all situations where long-term considerations are involved, such as employment selection or accommodation decisions.
Arrangements
Individuals with disabilities may identify a need for accommodation in employment prior to or during interview, at the time of employment, or at any time during their employment. Departments may make accommodations within departmental resources at their own initiative. In many cases, however, accommodation within employment will be approved by the ADA Coordinator.
Upon receipt of the request in any format, the ADA Coordinator will arrange for appropriate documentation. In most cases, that means a specific discussion of strategies with the requestor. The employing department is not included in those discussions until the requestor is deemed eligible for an accommodation and has outlined some strategies for accommodation. At that time, interaction with the department continues until agreement is reached.
The scope of accommodations is established by the functional limitations of the requestor and the duties of the position, so no definitive list is published. Requestors are encouraged to identify strategies that would make them effective in employment and communicate those in accommodation discussions.
Format for Requests for Reasonable Accommodation
Requests for reasonable accommodation may be made in any format appropriate to the requestor's needs. A permanent record will be needed, but a university staff member can document the request on the form if the requestor does not complete it. Documentation of the disabling condition is required for all conditions not readily observable. Documentation of the functional limitations in employment is required for all conditions. The appropriate format normally is the university’s medical certification form. Supplemental information may be requested from the requestor, as well.
The ADA Coordinator can provide technical assistance to the department in more complex situations. These may include times where there are issues related to performance appraisals, attendance and leave, or discipline, as examples.
The University's Request for Reasonable Accommodation form should be completed by the department in each case where an accommodation is granted. In situations where the department requires further information before responding, the ADA Coordinator should be consulted. This step will be documented along with the final resolution. Situations in which the department plans to decline a request related to employment should be discussed with the ADA Coordinator.
All Requests for Reasonable Accommodation should be transmitted to the ADA Coordinator by the department after appropriate action has been taken if consultation was not needed. They will be maintained in a confidential medical file [it is not appropriate to maintain them in an employee’s departmental file].
Further information
The ADA Coordinator is designated by the university president.
Janet Park Balanoff
Director, Equal Opportunity and Affirmative Action Programs
Millican Hall (Administration) 330
University of Central Florida
Orlando, FL 32816-0030
(407) 823-2348
web address: http://www.eeo.ucf.edu