Once the university has determined that an employee is eligible for reasonable workplace accommodations (i.e., has a qualifying disability), we work with the employee and their supervisor/unit to determine what accommodations are reasonable. This interactive process involves input from the employee and their healthcare provider, the employee’s direct and/or indirect supervisors, and a representative from the Office of Equal Opportunity and Access responsible for the interactive process.
Our aim is to identify and implement reasonable and cost-effective workplace accommodations. Many accommodations have little or no economic cost. While an employee may have a specific accommodation that is being requested, the university is permitted to choose what accommodation is provided so long as it is equally effective. The employing unit or department is responsible for the cost of the accommodation, if any.
Keeping in mind that every request must be assessed on an individual case-by-case basis, the following are examples of some accommodations that the university has provided in the past:
- Ergonomic furniture;
- Software/technology required to perform job functions (e.g., Dragon NaturallySpeaking);
- Modification to lighting or workspace/office;
- Modifications to improve accessibility;
- Service Animals or Emotional Support Animals in the workplace
- Temporary job restructuring;
- Remote work opportunity;
- Flexible work schedule;
- Temporarily reducing hours or modifying work schedule;
- Reassignment of marginal job functions to other employees;
- Extended Leave of Absence (beyond what is protected under the FMLA/OFLA/PLO);
- Reassignment