Accommodations | UA Human Resources

Americans with Disabilities Act (ADA) Accommodations Overview

In compliance with the Americans with Disabilities Act (ADA), the University of �Ӱ�ԭ�� offers reasonable accommodations to �Ӱ�ԭ��s and applicants with disabilities. Reasonable accommodations are determined by UA Human Resources’ Accommodations Group through an individualized, interactive process focused on the �Ӱ�ԭ��’s job duties and the barriers the �Ӱ�ԭ�� is experiencing in the workplace related to their disability or, for applicants, the focus is the barrier the applicant is experiencing in the application process related to their disability.

Confidentiality Notice
Supervisors and hiring managers may be informed that an �Ӱ�ԭ�� or applicant is making a request under the Americans with Disabilities Act. As part of the process, supervisors will learn the specifics of a requested accommodation (and what is ultimately granted as a reasonable accommodation) and sometimes, if necessary, the limitations the �Ӱ�ԭ�� is experiencing at work. So, for instance, the supervisor might be told that an �Ӱ�ԭ�� cannot lift more than 10 pounds but not the medical reason for that limitation. Supervisors and hiring managers are never informed of any medical details shared with Human Resources as part of the accommodations process.

Information regarding the accommodations process, including the fact of a request or a granted accommodation, is need to know only. Anyone privy to information related to the accommodation process (including supervisors) are not at liberty to share this information with others without a need to know.

Employees are not bound by confidentiality regarding their own medical situation or accommodations.
Please contact ua-ada@alaska.edu if you are ever unclear whether you are allowed to share information related to an accommodation with someone else.

ADA Step-by-Step Process

Step 1: Request the Accommodation

If any �Ӱ�ԭ�� or applicant would like to request an accommodation, they can most easily initiate an accommodation application using . The accommodation application helps develop a full picture of the request in the context of the �Ӱ�ԭ��'s job, the limitations being experienced in the job, and the specific requested accommodations.

If a supervisor is directly asked for a change in the workplace related to a disability or medical situation or they believe that one may be needed (even if not explicitly asked), the supervisor should contact ua-ada@alaska.edu as soon as possible.

If the disability involved is non-obvious (meaning another person would not be able to look at the �Ӱ�ԭ��, see the disability which is creating the limitation, and understand the link between the visible disability and the requested accommodation), the next step in the process would be for the �Ӱ�ԭ�� to discuss their application with their medical provider and have their medical provider complete this Medical Information Form. (Note: Licensed mental health professionals are considered medical providers.)

Once the form is completed, the �Ӱ�ԭ�� or their medical provider may send the completed form to the UA HR Accommodations Group via fax to 907-450-8201.
- The �Ӱ�ԭ�� may also use the documentation upload link in the confirmation email they received after submitting the accommodation application to upload the completed medical information form to the workplace accommodation application portal. (If the �Ӱ�ԭ�� experiences issues with this, they can email ua-ada@alaska.edu for assistance.)
- Once the medical information form has been submitted, it is recommended that the �Ӱ�ԭ�� email ua-ada@alaska.edu to verify that it has been received.

Step 2: Interactive Process

Once an �Ӱ�ԭ��’s application is complete, a UA HR Accommodations Group team member will meet with the �Ӱ�ԭ�� over Zoom to discuss the process and answer any questions about it, then discuss in detail the �Ӱ�ԭ��’s job duties, the barriers / limitations the �Ӱ�ԭ�� is experiencing on the job, and the specific accommodations requested.
Next, a UA HR Accommodations Group team member will meet with the �Ӱ�ԭ��’s supervisor over Zoom to discuss the process and answer any questions about it, then discuss in detail the �Ӱ�ԭ��’s job duties and any issues the department may experience if the specific accommodations requested are implemented.
The UA HR Accommodations Group team member may meet with each party more than once, if necessary, or even may meet with a third-party who has key information specific to the accommodation request.

Step 3: Reasonable Accommodation Determination

Once the UA HR Accommodations Group has sufficient information to make a determination of what a reasonable accommodation is given the circumstances (in particular, the job duties affected by the requested accommodation and the limitations the �Ӱ�ԭ�� is experiencing), an official determination letter will be emailed to the �Ӱ�ԭ��, cc'ing the supervisor. This determination letter details the accommodation requested by the �Ӱ�ԭ��, the specific accommodation granted by UA as a reasonable accommodation, and any timeframe or other specific requirement or limitation associated with the �Ӱ�ԭ��’s reasonable accommodation.

Supervisors are responsible for implementing the �Ӱ�ԭ��’s reasonable accommodation(s) as soon as practicable.
The �Ӱ�ԭ�� or their supervisor should contact the UA HR Accommodations Group at ua-ada@alaska.edu if any aspect of the determination letter is unclear, disagreements about the letter arise, or there is any other issue with the reasonable accommodation granted (including that the �Ӱ�ԭ��’s job duties change or the accommodation does not ameliorate the limitation the �Ӱ�ԭ�� experiences on the job).

Step 4: Appeals Process (if needed)

If the �Ӱ�ԭ�� does not agree with the reasonable accommodation determination letter they receive, the 30-day appeal process will be specified in their determination letter.

Frequently Asked Questions

What qualifies as a disability?

A disability under the Americans with Disabilities Act (ADA) is defined as a physical or mental impairment that substantially limits one or more major life activity. Some examples of major life activities are hearing, walking, lifting, speaking, breathing, and concentrating.

If you are unsure whether a particular condition qualifies as a disability, you may contact the UA HR Accommodations Group at ua-ada@alaska.edu to discuss the situation.

I am experiencing issues in my job related to a disability, but I don’t know what would help. What do I do?

Please contact the UA HR Accommodations Group at ua-ada@alaska.edu. UA Human Resources can help you brainstorm ideas.

Can a student-�Ӱ�ԭ�� get a reasonable accommodation?

Yes, student-�Ӱ�ԭ��s are covered by the Americans with Disabilities Act. Please follow the application process detailed above.

What do I do as a supervisor if an �Ӱ�ԭ�� requests a change in the workplace (equipment, schedule, location, job duties, etc.) related to a disability or medical situation?

Please immediately contact the UA HR Accommodations Group at ua-ada@alaska.edu.

If you would like to grant the accommodation request (consistent with the �Ӱ�ԭ��’s job duties and departmental needs), exactly as requested and without asking any questions about the underlying disability or medical situation, please do so. But please follow-up with an email to ua-ada@alaska.edu to inform the UA HR Accommodations Group of the request and the granted accommodation, so UA Human Resources can assess whether something more must be done.

What do I do as a supervisor if no request for an accommodation has been made, but it is apparent to me that an �Ӱ�ԭ�� may be experiencing a limitation or barrier in the workplace that is related to a disability or medical situation?

Please immediately contact the UA HR Accommodations Group at ua-ada@alaska.edu.

How do I as a supervisor handle questions about an �Ӱ�ԭ��’s accommodations?

Supervisors are sometimes in tricky situations when an �Ӱ�ԭ�� has an accommodation that is obvious to coworkers. Coworkers may feel that something is unfair or may just be curious. But even simply revealing that an �Ӱ�ԭ�� has an accommodation could improperly disclose an �Ӱ�ԭ��'s disability to a person without a need to know, so the supervisor cannot do this. Supervisors may find it helpful to respond that many workplace issues encountered by �Ӱ�ԭ��s are personal and that �Ӱ�ԭ�� privacy must be respected.

Questions?

Contact the UA HR Accommodations Group
Email: ua-ada@alaska.edu | Fax: (907) 450-8201

�Ӱ�ԭ��

Benefits & Compensation

Americans with Disabilities Act (ADA) Accommodations Overview

ADA Step-by-Step Process

Frequently Asked Questions