A faculty/staff member may request disability-related accommodations by contacting Faculty/Staff Disability Services at email@example.com, or by calling Institutional Equity and Compliance at (402) 472-3417. A faculty/staff member may also begin the process by making the request to their supervisor, who will initiate communication with Faculty/Staff Disability Services.
Faculty/Staff Disability Services will request that the faculty/staff member provide a medical release, a list of anticipated accommodation needs, and a current job description listing essential job duties. For forms and information on how to get the documentation, see Step 2 - Gather Important Documents on our main page.
Faculty/Staff Disability Services will request information from the faculty/staff member’s physician, psychologist, or other health care professional specific to the request in the creation of an accommodation plan. Once Faculty/Staff Disability Services receives the medical/psychological information from the provider, an accommodation plan will be drafted by Faculty/Staff Disability Services. The draft plan will be discussed with the faculty/staff member and their supervisor through an interactive process. Once finalized, the written plan will be implemented. The original document will be maintained by Faculty/Staff Disability Services, and the faculty/staff member and their supervisor will both receive copies.
At any time, a faculty/staff member may reach out to their supervisor or Faculty/Staff Disability Services to request a revision to their accommodation plan to reflect changes in job description, medical condition, or availability of accommodation technology. It is the faculty/staff member’s responsibility to notify their supervisor or Faculty/Staff Disability Services to request a revision to their plan.
As laws, regulations, and polices related to accommodations change, this protocol and individual plans may be changed to comply. Faculty/Staff Disability Services will notify faculty/staff members of the need to change accommodation plans and will work with the faculty/staff member and their supervisor to modify the plan accordingly through an interactive process.
An individual with a disability is not required to accept an accommodation if the individual has not requested an accommodation and does not believe that one is needed. However, if the individual refuses an accommodation that is necessary to perform an essential job function and, as a result, cannot perform those functions, the individual runs the risk of not being able to meet job requirements.