Accommodations
Reasonable workplace accommodations shall be made for any qualified individual with a disability, as defined under the Rehabilitation Act of 1973 and the Americans with Disabilities Act (ADA) as Amended, so long as the accommodation does not constitute an undue hardship to the agency or division. Undue hardship is defined as an action requiring significant difficulty or expense.
The ADA as Amended defines an individual with a disability as a person who (1) has physical or mental impairment that substantially limits one or more major life activities such as seeing, speaking, hearing, breathing, walking, or learning, (2) has a record of such impairment; or (3) is regarded as having such an impairment.
An individual requesting an accommodation may do so in coordination with their supervisor and/or Engineering Human Resources as deemed appropriate. Depending upon the circumstances, and the accommodation requested, the individual may be responsible for obtaining medical documentation, providing the nature of the disability and functional limitations. Additional information may be obtained through the following:
- U.S. Department of Justice
- Guidelines for Requesting an Accommodation
- ADA Request for Accommodation Form
- Web Accessibility Email: [email protected]
- Submit documents to Engineering Human Resources using this secure link.
- Engineering Human Resources at 979-458-7699
Employees may voluntarily update disability status at any time through their profile in Workday by accessing their “Personal Data.”
Guidelines for Requesting an Accommodation
The following are guidelines and responsibilities for the employee/applicant requesting an accommodation, the employee/applicant’s healthcare provider, and for Engineering Human Resources, according to the Americans with Disabilities Act Amendments Act of 2008 (ADAA).
Employee/Applicant Responsibilities
- Meet with your designated supervisor and/or Engineering Human Resources as appropriate to discuss the ADAA accommodation request process.
- Provide details supporting your request to include information on your disability and the proposed accommodation.
- Review the current position description and determine the requested ADAA accommodation based upon the essential functions of the job.
- Provide position description to the healthcare provider and request a medical statement to be completed and include information relevant to System Regulation 08.01.01, Section 6. (Refer to Healthcare Provider Responsibilities section)
Individuals “who request an accommodation are responsible for obtaining a medical statement that contains a [1] diagnosis, [2] prognosis, and [3] the major life function that is substantially limited. This medical statement should include [4] an evaluation as to the effect that the impairment has on the employee’s ability to perform the duties associated with the employee’s or applicant’s position”.
Submit both the request and medical statement to Engineering Human Resources.
Employee’s Healthcare Provider Responsibilities
Provider should review the employee’s essential job functions based upon current position description in conjunction with the employee’s accommodation request.
- Provide signed/certified medical statement including details outlined in Section 6 of System Regulation 08.01.01 (above) and return to employee or submit to: Director, Engineering Human Resources Mail Stop 3467, College Station, TX 77843-3467 | Fax (979) 458-7490
Engineering Human Resources Responsibilities
- Provide confirmation of receipt of the request for accommodation.
- Communicate with the employee regarding the ADAA accommodation request process.
- Explain the essential details required in the ADAA request for accommodation and specific details to be included in the medical statement.
- Review the completed request for accommodation and the medical statement, and determine:
- If the individual has a disability as defined by the ADAA;
- Whether or not the requested accommodation is reasonable;
- Whether or not the requested accommodation will enable the applicant/employee to meet the essential functions of the job;
- If the applicant/employee is a qualified person with a disability; and
- Whether or not there are other reasonable accommodations that are equally effective.
- Notify the employee in writing of the determination.