How to Register

Employee Initiated Accommodations Process

1.  The employee will:

  • Contact Disability Resources and Services (DRS).
  • Cooperate in obtaining the necessary medical documentation from your treating professional.
  • Meet with the professional performing any necessary assistive technology and/or ergonomic assessments.
  • Meet with the Director of DRS, your supervisor and Human Resources to discuss any accommodation that may be proposed.
  • Inform supervisor in a timely manner if the accommodation is not effective.
  • Meet necessary performance standards for your position.

2.  The Director of Disability Resources and Services will:

  • Meet with the employee to explain the process and discuss the employee’s request.
  • Provide the employee with a release of information form for medical verification and documentation.
  • Obtain a current job description from employee’s supervisor.
  • Prepare a letter requesting necessary information from the employee’s medical professional.
  • Arrange necessary ergonomic and or assistive technology assessments, if needed.
  • Evaluate responses from employee’s medical professionals and requested assessments to help determine if the employee is eligible for an accommodation, and if so what accommodation would be effective and reasonable.
  • Meet with the employee, Human Resources and employee’s supervisor to discuss recommendations.
  • If an accommodation is warranted, obtain a signed accommodation agreement from the employee and supervisor.
  • Work with the employing department to implement the agreed upon accommodation in a timely manner.
  • If a requested accommodation is not warranted, timely advise employee. 

3. The employee’s supervisor will:

  • Provide the employee’s position description, identifying the essential functions of the job and, any information in the supervisor’s possession concerning difficulties the employee may be encountering on the job.
  • If the Director of Disability Resources and Services determines that an employee accommodation is warranted, discuss the accommodation with Human Resources and employee’s supervisor.
  • Meet with the employee, Human Resources and the Director of Disability Resources Services to discuss and agree upon reasonable accommodation.
  • Implement the reasonable accommodation in a timely manner.
  • Monitor and evaluate the effectiveness of the accommodation with the employee.
  • Contact Disability Resources and Services if the accommodation is not effective or if other issues arise.