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Faculty and Staff Disability Services

Frequently Asked Questions

What is the purpose of Faculty and Staff Disability Services (FSDS)?

What qualifies as an ADA disability?

What does “substantially limit” usually mean?

How are individuals with disabilities protected from employment discrimination?

What are essential job functions?

How are essential functions identified?

What evidence is used to identify essential job functions?

What is an ADA reasonable accommodation?

What should I do if I need a workplace accommodation due to a disability?

What are some examples of reasonable workplace accommodations?

How is the right accommodation determined for an employee?

Who is responsible for the expense associated with a workplace accommodation?

What is the purpose of Faculty and Staff Disability Services (FSDS)?

Services are available to faculty, staff, departments, and applicants in need of accommodations and in matters related to the Americans with Disabilities Act of 1990 ( ADA ) and University employment. Services include ADA procedures, assistance in determining essential job functions, and identifying reasonable workplace accommodations.

What qualifies as an ADA disability?

According to the Federal law, an individual with a disability is anyone with a physical or mental impairment that substantially limits or restricts conditions, manner or duration under which an average person can perform one or more major life activities that include caring for oneself, performing manual tasks, walking, sitting, standing, seeing, hearing, speaking, breathing, and learning.

What does “substantially limit” usually mean?

Generally, three factors are taken into consideration. What is the nature and severity of the health condition or disability? How long will the health condition or disability last or is expected to last? Is there permanent or long term impact expected? Most short-term or temporary conditions do not qualify as ADA disabilities.

How are individuals with disabilities protected from employment discrimination?

If an individual satisfies the required skills, education, experience, and other job-related requirements for a position, and who, with or without reasonable accommodation, can perform the essential job functions of the position, must be given full consideration.

What are essential job functions?

Essential job functions are the basic duties an employee must perform, with or without an accommodation. Two questions need to be considered. Are employees in the position required to perform these functions and would removing that function fundamentally change the job?

How are essential functions identified?

If the position exists to perform this function, the function is most likely essential. Also, if a function is highly specialized and the person is hired because they have those specialized skills or expertise, the function is probably essential.

What evidence is used to identify essential job functions?

Generally, the employer makes this determination and it is backed up with a written job description. The amount of time spent performing a function is also part of making the essential determination. In determining what is essential, one might ask what are the consequencences of not requiring the employee to perform the function.

What is an ADA reasonable accommodation?

The law does not define reasonable. However, the University is committed to making modifications to the academic or work environment to create equal employment or educational opportunities for persons with disabilities. Reasonable accommodations are generally determined on a case-by-case basis using an interactive process involving the employee, the supervisor and the University’s FSDS Coordinator. Reasonable accommodations are those modifications that are effective with some consideration given to cost versus benefit.

What should I do if I need a workplace accommodation due to a disability?

University employees should first make their supervisor aware of their disability or health conditions that may affect their work performance. The supervisor and /or the employee may notify the FSDS Coordinator for assistance in determining reasonable workplace accommodations. The employee may need to provide documentation of their disability and outline limitations they experience in performing safely and effectively in their position. Employees may access a diagram of the University’s process to request accommodate at http://www.vpaf.uni.edu/hrs/disability/request_accommodations.shtml

What are some examples of reasonable workplace accommodations?

Workplace:    office arrangements, ramps, hand rails, lighting, ergonomic furniture, light versus sound alarms, modified workstations, air purifiers, parking

Schedules/ Procedures:    flexible work hours, work days, lunch hours/breaks, part-time hours, additional training, modified approach to task completion, change in communication methods

How is the right accommodation determined for an employee?

 An informal, interactive process with the employee, supervisor, and FSDS Coordinator is most desirable. A limited number of individuals on a “need to know” basis are involved in the process. Ultimately, the University FSDS Coordinator makes the final decision with everyone’s input. Conversations need to be kept as confidential as possible and disability files are kept separate from the employee’s personnel file.

Who is responsible for the expense associated with a workplace accommodation?

In most cases, the expense for workplace accommodations is the responsibility of the employee’s department. If costs are an issue, some cost-sharing may be available by working with FSDS Coordinator and the Vice President for Administration and Finance.