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Human Resources

Americans with Disabilities Act (ADA)

Policy and Procedure for Resolving Employee Requests for Accommodation

The Americans with Disabilities Act ("ADA") requires that employers make reasonable accommodation to enable qualified disabled persons to perform the essential functions of their jobs and enjoy equal benefits and privileges of employment. "An individual with a disability" is someone who has a physical or mental impairment that substantially limits one or more major life activities, has a record of such an impairment or is regarded as having such an impairment. To meet the job related requirements of the position and be considered a qualified person under the Americans with Disabilities Act, the individual must have the ability to perform the essential functions of the job with or without a reasonable accommodation.
Reasonable accommodations may include, but are not limited to the following: making existing facilities used by employees readily accessible to and usable by individuals with disabilities; job restructuring; part-time or modified work schedules; reassignment to a vacant position, acquisition or modification of equipment or devices; adjustment or modifications of examinations; modifying training materials or policies; and providing qualified readers of interpreters. All requests should receive prompt consideration.

Faculty and staff requests for accommodations will be handled according to the following procedure.

Procedure for resolving requests for accommodation

Questions regarding the university's ADA Acommodation Request Procedures or about an accommodation request should be directed to Employee Disability Services (513-556-6056) or Human Resources (513-556-6381).

Common Examples of Reasonable Accommodation

  • Making physical modifications to the workplace, acquiring equipment or assistive devices or modifying existing equipment
  • Making policy exceptions
  • Using different supervisory methods or modes of communicating
  • Job restructuring
  • Part time work or modified work schedules
  • Sign language interpreters or readers
  • Leave of absence
  • Telework
  • Reassignment to a vacant position

Reasonable Accommodation – Practical Tips

  • Communication, exchange information, search for solutions, and consult resources as needed
  • Employee must cooperate in providing legitimately requested information

Actions NOT Required as a Reasonable Accommodation

  • Removing an essential job function or hiring someone else to perform it
  • Lowering production or performance standards
  • Excusing misconduct
  • Providing ‘personal use items’ such as eyeglasses, wheelchairs, or prosthetic limbs

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