Employee ADA Accommodations Process

1. The Employee will:

  • inform the supervisor and / or the AAEEO officer that an accommodation is needed;
  • cooperate in obtaining the necessary medical documentation from her/his treating professionals;
  • meet with the AAEEO Officer or designee and the supervisor to discuss and agree upon what accommodations will be provided;
  • meet with individuals assigned to perform any necessary assistive technology and/or ergonomic assessments;
  • inform supervisor in a timely manner if the accommodations are not effective;
  • meet essential functions of the position.

2. The AAEEO Officer or designee will:

  • meet with the employee and/or supervisor to explain the process, discuss the employee’s request, and review essential functions of the job;
  • provide the employee with a release of information form for medical documentation, if needed;
  • evaluate responses from employee’s medical professionals and requested assessments to help determine if the employee is eligible for accommodations and if so, what accommodations could be effective and reasonable;
  • meet with employee and supervisor to discuss recommendations
  • if accommodations are warranted, work with the employing department to provide and document the agreed upon accommodations.

3. The Supervisor will:

  • provide the employee’s most current position description identifying the essential functions of the job and, if relevant, information about needs the employee may be encountering;
  • if the AAEEO Officer or designee determines that accommodations are warranted, discuss possible accommodations with the AAEEO Officer;
  • meet with the employee and the AAEEO Officer or designee to discuss and agree upon reasonable accommodations;
  • implement the agreed upon accommodations;
  • work with the employee to monitor and evaluate the effectiveness of the accommodations;
  • contact the AAEEO Officer if the accommodations are not effective or if there are difficulties in implementing them.