Once the Office of Human Resources has determined that an employee is eligible for reasonable workplace accommodations (i.e., has a disability), we work with the employee and their supervisor/unit to determine what accommodations are reasonable. This interactive process involves input from the employee and their healthcare provider, the employee’s direct and/or indirect supervisors, and HR.

Our aim is to identify and have the department provide reasonable and cost-effective workplace accommodations. Many accommodations have little or no economic cost. While an employee may have a specific accommodation in mind, the University is permitted to choose what accommodation is provided so long as it is effective. Typically, the employing unit or department is responsible for the cost of the accommodation, if any.

Keeping in mind that every request must be assessed on an individual case-by-case basis, the following are examples of some accommodations that the University has provided in the past:

• Ergonomic furniture;
• Software/technology required to perform job functions (e.g., Dragon NaturallySpeaking);
• Modification to lighting or workspace/office;
• Modifications to improve accessibility;
• Companion animals in the workplace
• Job restructuring;
• Reducing hours or modifying work schedule;
• Reassignment of marginal job functions to other employees;
• Extended Leave of Absence (beyond what is protected under the FMLA);
• Reassignment