ADA - Accomodations in Employment

Protocol for Providing Reasonable Accommodation:

1) Employment of faculty and staff
2) Members of the Public

Click here for ADA - Request for Accommodation

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 http://www.sds.sdes.ucf.edu.

Section I of these guidelines pertains to faculty, Administrative & Professional, and USPS support staff applicants and employees 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 person employed by the University of Central Florida may request accommodation in employment. Persons are deemed eligible for accommodation if they document condition(s) that meet the definitions within the Americans with Disabilities Act and meet other parameters within university practice. Those practices include timely interactions with the ADA Coordinator [see contact information below], participation in development of accommodation strategies, compliance with work rules and conduct standards, as examples. The ADA Coordinator will be involved in all situations where long-term considerations are involved, such as employment selection or accommodation decisions.

Arrangements

Persons with disabilities may identify a need for accommodation in employment prior to or during interview, at the time of employment, or any time during their employment. Departments may make accommodations within departmental resources at their own initiative. In most 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 requesting employee. The employing department is not included in those discussions until the employee 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 employee and the duties of the position, so no definitive list is published. Employees are encouraged to identify strategies that would make them effective 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 non-visible conditions. 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 employee, 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 shall 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 will 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 after appropriate action has been taken if consultation was not needed.

Further information

Janet Park Balanoff
Director, Equal Opportunity and Affirmative Action Programs
Millican Hall (Administration) 330
University of Central Florida, Orlando, FL 32816-0030
(407) 823-1336
balanoff@mail.ucf.edu / web address: http://www.eeo.ucf.edu