Faculty and Staff Accommodations

Staff ADA Procedures

1. Accommodation Request. To receive an accommodation, the staff member must document on the XXXX form the specific accommodation request and return it to XXXXX.  Additional supporting disability documentation may be requested when necessary.
2. Eligibility Determination. Human Resources reviews the completed form and supporting documentation and if needed, meets with the employee to determine if the employee is a qualified individual with a disability and, therefore, eligible for accommodations. 
3. Accommodation Determination. If determined to be a qualified individual with a disability, the interactive process begins with the employee, supervisor, and/or unit head. 
4. Implementation. Human Resources determines and implements reasonable accommodation(s) via an Accommodation Plan, which is shared with the employee and supervisor. In order to consider and address accommodation requests, Human Resources may consult with other campus administrative units, e.g. Facilities , Information Technology Services, as appropriate, on an as-needed basis, taking precautions to ensure the staff member’s privacy with respect to any medical conditions and treatment.

Faculty ADA Procedures

Faculty seeking reasonable accommodations in the workplace should submit a XXXX form from  Human Resources. Academic Affairs, in consultation with the Human Resources ADA Consultant, is responsible for processing faculty accommodation requests and determining reasonable accommodations. Academic Affairs is responsible for documenting granted accommodations in an Accommodation Plan. A record of the Accommodation Plan shall be retained in the faculty member’s departmental file and in Academic Affairs. All supporting disability documentation shall be kept confidential and maintained by Human Resources separately from the faculty member’s other personnel records.

1. Accommodation Request. To receive an accommodation, a faculty member must obtain and complete an Accommodation Request Form from University Human Resources (UHR). The Faculty member should complete pages 1-3, have their physician complete pages 4-6, and return it to UHR Staff Relations Leave Management via email: umdleave@umd.edu or fax 301.405.5885.  Additional supporting disability documentation may be requested when necessary. 
2. Eligibility Determination. University Human Resources will review the completed Faculty Accommodation Request form and supporting documentation and meet with the faculty member to determine if the faculty member is a qualified individual with a disability and, therefore, eligible for accommodations. UHR will consult with the UHR ADA Consultant, as appropriate, in making this determination. UHR or the UHR ADA Consultant may contact the Health Care Provider indicated on the Accommodation Request Form regarding the faculty member’s request.
3. Accommodation Determination. UHR will convey its eligibility determination to the Office of Faculty Affairs. The Office of Faculty Affairs, in consultation with the UHR ADA Consultant and relevant Dean or Department Chair, will review the faculty member’s accommodation request in relation to the essential job functions of the position, and facilitate an interactive dialogue with the faculty member and Department Chair/Dean to determine and implement a reasonable accommodation.
4. Implementation. Once eligibility and reasonable accommodation are approved, Faculty Affairs will develop an Accommodation Plan, which will be shared with the faculty member and Dean/Department Chair. In order to consider and address accommodation requests, Faculty Affairs may consult with other campus administrative units, e.g. Office of the Registrar, Facilities Management, Division of Information Technology, as appropriate, on an as-needed basis, taking precautions to ensure the faculty member’s privacy with respect to any medical conditions and treatment. It is the responsibility of the next-level administrator (Dean, Department Chair, etc.) to work in coordination with the faculty member to ensure the appropriate implementation of reasonable accommodations.