Workplace Accommodations
Pursuant with the Americans with Disabilities Act (ADA) of 1990, as amended, and CRR 600.080, UMKC is obligated to offer reasonable accommodation to the known physical or mental limitations of a qualified individual with a disability who is an employee or applicant for employment, unless the accommodation would impose an undue hardship on the University.
Recognizing a Request
As a supervisor, you must refer an employee to the accommodations process whenever an employee describes a workplace limitation that may be related to a health condition, including a mental health condition.
Examples
- An employee has been late to work because of medical appointments
- During a one-on-one meeting, an employee states that chronic back pain is preventing them from meeting deadlines
- An employee states they are having trouble sleeping at night which is making it difficult to focus at work
Making a Referral
Once you become aware that an employee may need an accommodation, you should request that the employee submit an Accommodation/Consultation Request Form or contact the Employee ADA Coordinator, Brittany Bohrer, at bab446@umkc.edu or (816) 235-6910.
The Employee ADA Coordinator will review the request and work with the employee and supervisor through the Interactive Process to determine if/what accommodations are reasonable according to the employee's condition and limitations, as well as the essential functions of the position.
Please note: An employee has the right to control how and if their disability is disclosed. An employee can choose to never disclose a disability to colleagues or may speak about it openly. Only those who need to know to implement an accommodation should be provided with information about an employee’s accommodation(s) but should not be given additional details without the employee’s permission. While the Employee ADA Coordinator may require documentation related to a request, medical information will be kept confidential and is not shared with supervisors.
Frequently Asked Questions
What are “reasonable accommodations” in the workplace?
A reasonable accommodation is any change to the application or hiring process, to the job, to the way the job is done, or the work or learning environment that allows a person with a disability who is qualified for the job to perform the essential functions of that job and enjoy equal employment opportunities. Accommodations are considered “reasonable” if they do not create an undue hardship for the employer or a direct threat to the health and safety of the employee or others.
What is an “undue hardship” and how may it alter or affect an accommodation plan?
From the Equal Employment Opportunity Commission: It is not necessary to provide a reasonable accommodation if doing so would cause an undue hardship. Undue hardship means that an accommodation would be unduly costly, extensive, substantial or disruptive, or would fundamentally alter the nature or operation of the University. Among the factors considered in determining whether an accommodation is an undue hardship are the cost of the accommodation, the number of employees, the University’s financial resources, and the nature and structure of the operations of the department/unit and the University itself. If the University believes a specific accommodation would cause undue hardship, we will attempt to find a reasonable alternative.
What may be considered a reasonable accommodation by the University?
UMKC may consider a number of possibilities in making accommodations, taking into consideration the preferences of the employee and the needs of the department and University.
Possible accommodations may include but are not limited to:
- modifying work schedules or supervisory methods
- granting breaks or providing leave
- altering how or when job duties are performed
- removing and/or substituting a marginal function
- changing workspace setup or location
- providing assistive technology, including information technology and communications
equipment or specially designed furniture - providing accessible parking
- providing materials in alternative formats (e.g., Braille, large print)
What are “essential functions” of a job?
Essential functions are job duties that are fundamental to the position; they are the reason the job exists. Some of the factors for determining essential functions of a job include 1) whether the position exists specifically to perform these essential functions, 2) the number of other employees who are available to perform the same job duties, and 3) the expertise or skills required to perform the essential functions.
What questions can I ask an employee requesting an accommodation or what documentation can I require?
Supervisors can ask an employee if they would like to request accommodations through the Employee ADA Coordinator when they become aware of a limitation at work that may be due to a medical condition. Supervisors cannot ask for medical documentation, doctor's notes for absences, or any other details related to the condition. If a supervisor is concerned about what documentation is required throughout the accommodations process, they can reach out to the ADA Coordinator with questions.
What if other employee's ask questions about a colleague's accommodation?
If other employees ask questions about a colleague’s accommodations, the supervisor should not share any information about an accommodation situation. The supervisor should remind the person inquiring that UMKC treats employees equitably and according to our policies and corresponding laws and regulations. The supervisor may consult with their HRBP or the Employee ADA Coordinator for advice in handling these inquiries