Disability Services

Obtaining Accommodations

Student Process for Obtaining Accommodations

  1. The student contacts the office of Disability Services to request accommodations and/or services.
  2. The student provides documentation of his or her disability. The director of Disability Services may help the student with this process, although Bethel University does not provide assessment services to document disabilities.
  3. The director of Disability Services reviews the documentation to determine whether it demonstrates the existence of a disability and the possible need for reasonable accommodations. The director informs the student regarding the acceptability of the documentation and the next steps to be taken.
  4. The student and the director meet to discuss the student's needs. At this meeting, they talk about the ways in which the disability affects the student and determine reasonable accommodations to be provided.
  5. If the accommodations relate to participation in courses, the director of Disability Services writes letters confirming the presence of a disability and stating the approved accommodations. These letters are sent via e-mail to instructors, but students are responsible for discussing the accommodations with their professors as they relate to the specific demands of each course.  If accommodations relate to other areas such as Student Life or Registration, the director and the student develop a plan to make sure the accommodations are put in place.
  6. The student contacts the director of Disability Services if he or she needs assistance throughout the term and/or if there are problems with the accommodations. Professors may also contact the director of Disability Services if they have questions or concerns.
  7. Generally, the student must communicate with the director of Disability Services each term to talk about accommodations needed for their current courses.

Employee Process for Addressing Accommodations Needs and Ergonomic Concerns

1.    The employee brings his/her concern or request for accommodations to the appropriate supervisor.

2.    If the difficulty can be defined as a temporary occurrence, the supervisor will refer the employee to Human
Resources.  If the employee indicates that the problems are chronic and may be related to a disability, the employee is referred to the Director of Disability Services.

3.    If the employee is referred to Disability Services, the Director will request that the employee provide appropriate disability documentation.  If after reviewing the documentation it becomes clear that the employee does not have a disability, he/she will be referred to Human Resources.  Disability documentation will be kept confidential and will not be stored in personnel files.  The employee may elect to disclose the specific nature of their disability, but Human Resources and Disability Services will not disclose specific diagnoses and other medical information unless requested to do so by the employee through a release form.  Supervisors will be given information regarding how the individual’s disability may affect his/her ability to perform job tasks and what accommodations are necessary.  If the employee is found to have a disability, reasonable accommodations will be recommended based on an assessment of the interaction between the employee’s functional limitations and the essential functions of the job.  Human Resources, Disability Services, the supervisor and the employee may be involved in this process as necessary.

4.    If a disability-related accommodation is needed, Disability Services will usually pay the cost.  There are instances where the department should consider paying for the accommodation.  It is important to keep in mind that a high percentage of accommodations will not involve any financial cost.  Individual departments should consider paying for reasonable accommodations when:

•    The accommodation will benefit others in the department or will generally improve the work environment.

•    The department would have purchased the new technology or equipment even if the employee did not have a disability.  In this case, Disability Services and the individual department may share the cost of the accommodation.

5.    If a non-disabled employee is referred to Human Resources for assistance, they may request medical information to document the need for ergonomic or other modifications.  If the medical documentation suggests that the individual may have a disability, Human Resources will consult with the Director of Disability Services to assist in making this determination and the employee may be referred to Disability Services.  Human Resources will provide a list of ergonomic consultants and make other recommendations as needed.  It is at the discretion of the individual departments if they are able to pay for adjustments which are the result of medical conditions not defined as disabilities