![]() Employee Reasonable Accommodations PolicyUnit: Human Resources | ||
PurposeThe University of Alabama (The University or UA) recognizes that individuals with disabilities (and/or disabled veterans) may need reasonable accommodations to have equally effective opportunities to participate in employment. The purpose of this policy is to help the University comply with applicable laws regarding the provision of reasonable accommodations for known physical and/or mental impairments of otherwise qualified individuals that substantially limit one or more major life activities, unless the requested accommodations are unreasonable and/or would pose an undue hardship on the University, change the essential functions of the job or fundamentally alter the University’s programs and services.The University complies with applicable laws and provides reasonable accommodations to applicants for employment and to its employees who are individuals with disabilities and/or disabled veterans. The University will not deny employment opportunities based on its need to make a reasonable accommodation to such an individual’s physical and/or mental impairment. The University provides reasonable accommodations:
PolicyAn accommodation is any change to how, when, or where an employee works that enables the employee to perform the essential functions of a job and provides an equal employment opportunity to an employee or applicant. While there are some things that are not considered reasonable accommodations (e.g., removal of an essential job function, indefinite leave, or providing personal use items, such as a hearing aid, that is needed both on and off the job), reasonable accommodations can address most things that enable an individual to apply for a job, perform a job, or have equal access to the workplace and employee benefits. Reasonable accommodations are determined on a case-by-case basis, and may include, but are not limited to: acquisition or modifications of equipment or devices; adjustments or modifications of training materials or policies; changes in the physical layout of the work space; assistance accessing the information on a University of Alabama webpage; or other accommodations that may be reasonable and appropriate.The University has designated a Human Resources (HR) Accommodations Coordinator to coordinate requests for reasonable accommodation. To determine an effective and reasonable accommodation, the HR Accommodations Coordinator will engage in an interactive process with the applicant/employee. It is the applicant’s or employee’s responsibility to inform the HR Accommodations Coordinator that they need a reasonable accommodation to perform the essential job functions or to receive equal benefits, privileges, or terms and conditions of the application process or employment. Employees requesting reasonable accommodations must follow the Employee Procedures for Requesting Reasonable Accommodations. Applicants requesting reasonable accommodations must follow the Applicant Procedures for Requesting Reasonable Accommodations. Additional information, including contact information for the HR Accommodations Coordinator, applicable forms and procedures, can be accessed through the HR ADA web page and the EOP Disability Accommodations web page Discrimination against an applicant or employee based on an actual or perceived disability in employment practices, including job application procedures, hiring, promotion, discharge, compensation, training, benefits and other conditions, is prohibited. Retaliation against an applicant or employee requesting an accommodation is prohibited per the UA Anti-Retaliation Policy. | ||
Office of the Vice President of Finance and OperationsApproved by Cheryl Mowdy, Assistant Vice President for Finance and Operations, 07/27/2023 |