Important Resources
ADA Accommodations
The 猫咪视频app is committed to creating a diverse, equitable, and inclusive environment for all 猫咪视频apps, employees, and visitors. Part of this commitment is to assure equal opportunity in employment and education for individuals with disabilities. The 猫咪视频app complies fully with the requirements of the Americans with Disabilities Act of 1990 (ADA), the ADA Amendment Act of 2008, and all other federal and state laws and regulations prohibiting discrimination on the basis of disability or handicap.
USF's ADA Lead
These processes, requests and reports are handled in coordination with the ADA Lead and Departments & Colleges across the 猫咪视频app.
The ADA Lead can also provide support with any of the following requests/reports below:
The links below are reviewed by various departments on campus however, the ADA Lead can provide support to individuals who need assistance with these requests.
Employment Accommodations
The purpose of an accommodation under the Americans with Disabilities Act (ADA) is to enable employees with a disability to perform the essential functions of the job. Employers are required to provide a reasonable accommodation to qualified individuals with disabilities, except when such accommodation would cause an undue hardship. ADA may have interactions with other laws such as the Family Medical Leave Act and Workers鈥� Compensation. The ADA Lead administers ADA and assists employees and departments with the process.
The Interactive Process for Requesting an Employee Accommodation
Each disability accommodation request is different and unique. Consequently, every request is analyzed and processed on a case-by-case basis. However, the general steps of the interactive process typically follow those described below. Anyone involved in the interactive process should not hesitate to ask questions at any point during the process.
Central Human Resources does not share medical information provided by the employee with the department or unit in which they work. The Office will only share information regarding the accommodation requested.
- Employee- complete the reasonable accommodation request form. This form must be submitted
along with the medical provider's certification of the employee's disability. There
are no 鈥渕agic words鈥� required to make a request but the employee must initiate the
request in writing or verbally.
- The forms once completed should be submitted to Central Human Resources.
- Central Human Resources will make an initial review of the accommodation request and
make notes of any additional documentation that is needed to move forward. Initial
contact will be made to the employee by either phone, email, or letter.
- Communication will take place with Central Human Resources: with the employee and
with the employee鈥檚 department and possibly the unit鈥檚 HRBP.
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Upon request from the Employment ADA Coordinator, the employee鈥檚 department may be required to provide the ADA Coordinator with a written statement outlining the potential impact of the requested accommodation(s) upon the department.
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After consulting with the employee, supervisor, and other required parties, as applicable, Central Human Resources will, if appropriate:
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Assign an Accommodation Request Number (ARN) for internal processing needs of USF, if necessary.
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- A written response will be provided for each request once the interactive process is concluded. The disposition of each request will be either approved, modified, or, denied with reasons.
Time frame for processing requests 鈥� depending upon the circumstances, each employee鈥檚 request will be handled as expeditiously as possible. The department
Note: Medical documentation is maintained in a confidential file, separate from an employee鈥檚 personnel file, secured to the extent permissible under law.
Request an Employment Accommodation
If you need to request an accommodation or you are a supervisor looking for more information:
Job Applicants
Applicants for USF employment are entitled to request reasonable accommodation(s) in the application process. A request is to be made at least five (5) working days prior to the time the accommodation(s) is needed. Contact the ADA Lead to coordinate your accommodation request.
USF will not make pre-employment inquiry as to disability except:
- as to an applicant鈥檚 ability to perform essential job functions with or without reasonable accommodation(s); and
- to invite an applicant to give five (5) working days鈥� notice of any reasonable accommodation(s) needed during the recruitment/ hiring process.
Pre-employment physical exams may be required for those positions for which there is a bona fide job-related physical requirement. However, if such exams will be required of persons with a disability, then those exams must also be required of all individuals seeking the positions after conditional job offers are made.
ADA Frequently Asked Questions
- Who is a qualified individual?
A qualified individual with a disability is a person who meets legitimate skill, experience, education, or other requirements of an employment position that he or she holds and who can perform the "essential functions" of the position with or without reasonable accommodation. - What is a reasonable accommodation?
A reasonable accommodation includes modifications or adjustments to the work environment, manner, or circumstances under which the position is customarily performed. Through the interactive process, a number of possible reasonable accommodations may be identified and provided to an employee. Each case must be reviewed on an individual basis. Types of accommodations may include:- making existing facilities accessible;
- job restructuring;
- part-time or modified work schedules;
- acquiring or modifying equipment;
- changing tests, training materials, or policies; and
- providing qualified readers or interpreters.
- What is an undue hardship?
An undue hardship would be a requested accommodation that would pose significant difficulty or expense to the employer. An accommodation is not considered reasonable if it:- imposes financial difficulty;
- is unduly extensive, substantial, or disruptive; or
- would fundamentally alter the nature or operation of the business.