Faculty and Staff

As an employee of Oxford College of Emory University, the workplace accommodation process is among the available benefit offerings for you. You're entitled to an accommodation when the accommodation is needed as the result of a disability. Employees who are eligible for accommodations must:

• Qualify as a person with a disability under the ADA
• Be a qualified Emory employee who can perform the essential functions of the job
• Demonstrate the functional limitations of the condition present a workplace barrier

Upon request, the Department of Accessibility Services, in discussion with an employee and the employee's direct supervisor, explores reasonable and appropriate accommodation options.

• 3 Steps to take: Start here
• Eligibility and documentation criteria: See what's needed
• Forms and FAQs: Download documents and find answers to common questions

DAS is the designated administrative department responsible for ensuring that reasonable accommodations are available for persons with a disability. We work closely with other campus resources to ensure that our efforts on your behalf are the most reasonable and effective solution available. We also promote the concept of universal design.

In addition, DAS is charged with monitoring and implementing, as appropriate, the employment aspects of the Americans with Disabilities Act Amendments Act of 2008 (ADAAA), which is a comprehensive federal civil rights law that prohibits discrimination based on disability.

These employment aspects, include but are not limited to:

• Compensation and fringe benefits
• Discipline
• Handling of leave request
• Hiring and termination
• Job assignment
• Job training and other term conditions and privileges of employment
• Performance management
• Promotion

Each faculty and/or staff member must meet the eligibility criteria and complete the registration process in its entirety. To ensure that our procedures are fair and equitable, an accommodation or access (in most cases) will not be considered or granted unless the appropriate documentation criteria is submitted.

DAS adheres to strict confidentiality guidelines. Should you have any questions, please contact our office.

Confidentiality

Employees with disabilities are entitled to privacy and discretion in handling all disability-related information. Employees are advised not to disclose the details of their disability or medical condition to their manager or supervisor.

Disability information provided to DAS for accessibility needs will be used solely for the purpose of enabling Emory University to provide supportive services related to the employee's disability. Details of an employee's disability will only be released to others on a need-to-know basis for the purpose of arranging, coordinating, and/or consulting on accommodations.

Disability-related information is collected and maintained on separate forms from other academic or employment information and is kept in secure files with limited access. Disability information is not considered part of an employee's personnel file.

Workplace Access

Employees seeking accommodations must initiate the registration process.

• Complete the employee accommodation form, provide supporting documentation outlining abilities and restrictions, and obtain a copy of their job description. 
  • Employee Accommodation Form
  • DAS Medical Inquiry Form
• Once eligibility is determined, the employee and supervisor are notified in writing, and reasonable accommodations are implemented expeditiously.  It is your responsibility to notify DAS and/or your supervisor if your accommodations are no longer working or they are no longer needed.

Under Title I of the Americans with Disabilities Act (as revised, 2008), employers must make reasonable accommodations in order to provide employees with disabilities an equal opportunity to participate in employment, programs, and activities.

A reasonable accommodation is a modification to a job or work environment that allows an individual with a disability to perform the essential functions of a job, apply for a job, and have equal access to benefits, rights, and privileges available to other individuals in the workplace.

A disability is a physical or mental impairment that substantially limits one or more major life activities of an individual.  An individual that has a record of having such an impairment, or is regarded as having such an impairment, may also be eligible for accommodations. Major life activities can include walking, speaking, breathing, performing manual tasks, seeing, hearing, learning, caring for oneself, sitting, lifting, reading, standing, and working.

More information about the ADA is available from:

Job Accommodation Network

Examples of Reasonable Accommodations:

(Accommodations are determined based on the nature of the job and department responsibilities)

• Job restructuring may involve reallocating or redistributing marginal functions of the job
• Modified work schedules and flexible leave policies to accommodate medical treatment and restrictions
• Modification or purchase of equipment and assistive devices
• Relocation of classrooms
• Change in parking assignments

Information for Employees

The ADA is a non-discrimination law and the purpose of reasonable accommodations is to enable the prospective or current employee with a disability to perform a job.  Emory University is not required to give preferential treatment to individuals with disabilities or lessen qualification standards.  The law does require that the University consider reasonable modifications regarding how qualified individuals with disabilities demonstrate their abilities and skills.  The responsibility to provide reasonable accommodations falls into these three categories:

• Equal opportunity in the application process.
• Enabling workers with disabilities to perform essential job functions.
• Enabling workers with disabilities to enjoy the same benefits and privileges of employment as enjoyed by workers without disabilities.

How to Register with the Department of Accessibility Services

Employees seeking accommodations must contact the Associate Director of Faculty and Staff to initiate the process by requesting an accommodation and/or auxiliary aids.

Employees should complete the Employee Accommodation Request form, provide supporting medical documentation outlining abilities and restrictions, and obtain a copy of their job description.  Request for Accommodation forms are available on the forms page.

The functional impact of the disability is considered to determine the type of accommodations that are appropriate.  When determining accommodations, DAS considers the essential functions of the position, limitations imposed by the employee’s disability, barriers in the environment, and the nature and cost of accommodation.

Once eligibility is determined, the employee and supervisor are notified in writing, and reasonable accommodations are implemented expeditiously.  It is your responsibility to notify DAS and your supervisor if your accommodations are no longer working or they are no longer needed.

Disability Medical Verification Form

If Accommodations are Denied

The employee will be notified in writing if the requested accommodation is denied and provided a rationale for the denial. If an alternative accommodation is offered, the reasons for denying the original request and replacing it with an alternative will be explained.

If you need information about disclosure of your disability to your employer or supervisor please view the Job Accommodation Network for more information. 

A resource at the University for employee’s who have a condition that may or may not fall under the ADA and would like information prior contacting DAS is the University’s Faculty and Staff Assistance Program.  Please view the FSAP website and contact FSAP if you would like a confidential meeting. 

If you have any questions regarding employee accommodations, please contact DAS’s Associate Director for Faculty and Staff at oas_employee@emory.edu. 

Important information for supervisors and managers

• If the supervisor has concerns or questions regarding disability in the workplace, he or she should contact DAS (oas_employee@emory.edu ) to consult before talking to the employee about those concerns.
• Accommodation requests may not be denied by the supervisor or department before it, and possible alternatives, are thoroughly evaluated in consultation with DAS.
• Departments may find it beneficial to contact DAS to discuss the referral of employees who have been out on an extended FMLA leave for a serious health condition.
• If you would like to discuss possible training for your staff, please contact oas_employee@emory.edu.