People with Disabilities

Guidelines for Reasonable Accommodations for People with Disabilities

Guidelines for Reasonable Accommodations in Employment:
Assurance of equal educational opportunity rests upon legal foundations established by federal law, specifically the Rehabilitation Act of 1973 including Section 504, the Americans with Disabilities Act of 1990 and its Amendment of 2008.  Eastern Connecticut State University is committed to the goal of achieving equal educational opportunity and full participation for persons with disabilities.  Thus, no qualified person shall be excluded from participation in, be denied the benefits of, or otherwise be subjected to discrimination in any program or activity on this campus

As part of the University’s compliance with the Americans with Disabilities Act, the University has designated Stacey Close, Interim Associate Vice President for Equity and Diversity,  as its ADA Coordinator.  An employee with a disability, which requires reasonable accommodation, should contact the Office of Equity and Diversity at (860) 465-5791, Gelsi/Young Hall Room 254.

 

Explanation of Terms:
Disability: The term “disability” means, with respect to an individual – a) a physical or mental impairment that substantially limits one or more of the major life activities of such individuals; b) a record of such impairment; or c) being regarded as having such an impairment.  42 U.S.C. sec 12102(2)

Substantially limits: The term “substantially limits”, means i) unable to perform a major life activity that the average person in the general population can perform; or ii) significantly restricted as to the condition, manner or duration under which an individual can perform a particular major life activity as compared to the condition, manner or duration under which the average person in the general population can perform that same major life activity.  29 C.F.R. sec 1630.2 (j)

Reasonable accommodation: A reasonable accommodation is required if determined that the claimed impairment substantially limits one or more “major life activities”.  The term reasonable accommodation may include – a) making existing facilities used by employees readily accessible to and usable by individual with disabilities; and b) job restructuring, part-time or modified work schedules, reassignment to a vacant position, acquisition or modification of equipment or devices, appropriate adjustment or modifications of examinations, training materials or policies, the provision of qualified readers or interpreters, and other similar accommodations for individuals with disabilities.  42 U.S.C. sec. 12102 (9)

Applicant/Employee Responsibility:

  • Applicant or employee must meet the threshold of determination that a) the physical or mental impairment substantially limits one or more of the major life activities of such an individual; b) a record of such an impairment; or c) being regarded as having such an impairment.  42 U.S.C. sec. 12102 (2)
  • Applicant or employee must present documentation that identifies that the individual i) is unable to perform a major life activity that the average person in the general population can perform; or ii) is significantly restricted as to the condition, manner or duration under which an individual can perform a particular major life activity as compared to the condition, manner, or duration under which the average person in the general population can perform that same major activity.  29 C.F.R. sec. 630.2 (j)
  • Applicant or employee must be qualified i.e., must satisfy the prerequisites for the position, including the appropriate educational background, work experience, skills, certification, or licenses.
  • Applicant or employee must be able to perform the essential functions of the position held or desired with or without reasonable accommodation.
  • Applicant or employee must notify employer that an accommodation is needed for full participation in the employment process.
  • Applicant or employee should be willing to discuss possible ways for providing a reasonable accommodation.

 

Procedures for Documentation Review/ Request for Reasonable Accommodation:

  • Applicant or employee requesting “reasonable accommodation” in accordance with the Americans with Disabilities Act of 1990 and ADA Amendment Act of 2008 should contact the Office of Equity and Diversity.
  • When a reasonable accommodation is requested, the applicant or employee should be able to discuss the specific job related limitations imposed by the person’s disability and the manner in which the limitation may be overcome with a reasonable accommodation.
  • In a request for reasonable accommodation, applicants/employees must meet the threshold determination that the physical or mental impairment substantially limits one or more of the major life activities of such individual.  That the individual is unable to perform a major life activity that the average person in the general population can perform; or significantly restricted as to the condition, manner, or duration under which the average person in the general population can perform that same major life activity.  29 C.F.R. sec. 1630.2 (j)
  • The University (employer) may request that the following documentation be provided by the employee and the employee’s medical provider when a request for reasonable accommodation is made:
            

    1. Identification of qualified professional: Provide the name, title, and professional credentials of the medical evaluator.  Include the license or certification as well as the area of specialization. Professionals conducting the assessments and rendering diagnosis must have training in differential diagnosis and the full range of psychiatric disorders.
    2. Current documentation: Provide current documentation related to evaluations completed since the condition was diagnosed.  Include relevant testing and diagnostic reporting, as appropriate.
    3. Comprehensive documentation:
      1. Historical documentation: Provide historical documentation establishing the medical condition, or evidence of ongoing behavior indicative of having the disorder.  Provide relevant history of prior therapy or medical treatment as well as current therapy or treatment.
      2. Evaluative summary: Provide an evaluative summary based on the completed medical documentation.
      3. Statement of presenting problem: Provide an interpretative summary of the effect of the ongoing behavior on an ability to perform job responsibilities.
      4. Reasonable accommodation: Provide recommendations for work place accommodations that address the impairment as substantiated by the comprehensive medical evaluation.

Employer (University) Responsibility/ Document Review and Recommendation:

  • The Interim Associate Vice President for Equity and Diversity, as representative of the university President, shall review the documentation and request for a “reasonable accommodation”, and shall make a recommendation to the university President.
  • The recommendation shall be implemented and monitored by the Office of Human Resources, Chief Human Resources Officer.

 

Notation: Eastern Connecticut State University reserves the right to request a medical evaluation by a university designated medical provider.

Revised: 2012