Accommodations During the Hiring Process
If you are an applicant for employment at the university in need of an accommodation or a department with questions about accommodating an applicant, please contact the ADA Coordinator’s office.
Phone: (614) 292-6207
Fax: (614) 688-3665
Requesting a Workplace Accommodation
If you are an employee in need of an adjustment or change to your job for a reason related to your disability:
- Inform an Integrated Absence Management and Vocational Services (IAMVS) Disability Program Manager (DPM) by submitting a Workplace Accommodation Request via HRConnection.
- Complete the Employee Accommodation Request Form.
- Have your health care provider complete the Accommodation Request Medical Certification.
- Return completed forms to IAMVS by:
- Faxing: (614) 292-0271
- Emailing: email@example.com
Employing Unit: If an employee makes an accommodation request to a supervisor, manager, and/or human resources partner, the request should be forwarded to your unit’s assigned DPM immediately. A request may be in plain language such as “I have been getting migraines often and am having trouble doing my job” or “I hurt my ankle over the weekend and can’t lift things for a while”.
Accommodation Process Overview
Once documentation is received that supports the need for a workplace accommodation, the assigned DPM will collaborate with the employee and the unit to determine if reasonable accommodations can be implemented. If an accommodation is approved, the DPM will provide a workplace accommodation plan to the employee and unit for review and signatures.
Reasons for Denial of an Accommodation Request
- The employee is not an individual with a qualifying disability.
- The employee fails to participate in the interactive process.
- The employee is unable to provide requested documentation from a medical professional that demonstrates that the employee has a qualifying disability and/or confirms the need for work-related restrictions.
- The requested accommodation will not allow the employee to perform the essential functions of the job.
- The requested accommodation would impose an undue hardship on the operations of the unit and there is no alternative reasonable accommodation. An undue hardship is an action that requires significant difficulty or expense.
- The requested accommodation would pose a direct threat to health and safety. A direct threat is defined as a significant risk of substantial harm to the health and safety of the employee or others, which cannot be eliminated or reduced by a reasonable accommodation.
What if I need medical leave, but am not eligible for Family Medical Leave?
If you requested FMLA protected leave, and it was denied or you were ineligible, your request will be forwarded to a DPM for review of medical leave as an accommodation. If you have not already submitted medical documentation supporting your request, you must have your health care provider complete the Leave as an Accommodation Medical Certification (or similar supporting documentation) and fax it to IAMVS at (614) 614-292-0271.
Encountered a Barrier?
Any person who has encountered a barrier to access or believes they have been improperly denied the benefit of, or access to a program, service or activity may submit a grievance to the ADA Coordinator’s office at 614-292-6207 or firstname.lastname@example.org.