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Accommodation Request Process for Employees
1. A request for accommodation is made.
a) A request can be made by the employee or by someone on the employee’s
behalf.
b) A request may use everyday language (illness, condition, help, changes,
etc.) or “ADA language” (accommodation, disability, etc.)
2. Identify the employee's workplace accommodation needs.
a) Discuss the needs with the employee who made the request.
b) Review the job description and consider the essential functions of
the job.
c) The discussion should be kept confidential and not shared without
the employee ’s permission.
3. Determine if the employee has a disability.
a) Documentation request should ask for:
(1) confirmation that there is a disability that impacts work;
(2) a description of the relevant impacts;
(3) clarification of the connection between impact and requested accommodation
if needed and;
(4) suggestions for other accommodations.
b) If you do not believe there is a disability, or you plan to deny
the request for accommodation, contact Consulting Services or the
ADA Coordinator
before proceeding.
4. Select and provide the accommodation that is effective for the employee and appropriate for the work place environment.
a) Identify what modifications (to procedures, schedules, equipment or
the environment) or aids would allow the employee to meet their essential
job responsibilities (tasks and performance/productivity standards).
b) Consulting Services and the ADA Coordinator can help identify potential
accommodations.
c) The ADA Coordinator’s Office can provide a 50% subsidy to accommodation
expenses over $500.
d) If no accommodations are possible, the employee may no longer be qualified
for the position – contact Consulting Services on how to proceed.
5. Once the accommodation is in place, check results.
a) Monitor the accommodation to see if the adaptation enables
the employee to complete the necessary work task(s).
b) Periodically evaluate the accommodation(s) to ensure effectiveness.
c) Modify the accommodation if necessary by repeating this process.
For assistance, contact your unit’s HR officer, Consulting Services:
614-292-2800;
http://www.ohr.ohio-state.edu or
the University’s
ADA Coordinator.
If you have difficulty accessing any portions of this website due to incompatibility with adaptive technology, or you have suggestions on how we can make this site more accessible, or you need the information in an alternative format, please contact us at:
Contact Information:
L. Scott Lissner, ADA Coordinator
Address: ADA Coordinator's Office, The Ohio State University,
2054 Drake Center, 1849 Cannon Drive,
Columbus, OH 43210
(Voice) Phone: 614-292-6207
(TTY) 614-688-8605
(Fax) 614-688-3665
E-mail: ada-osu@osu.edu
