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Workplace Accommodation Policy

SUNY Oswego is committed to providing full participation and equal access for individuals with disabilities in the workplace. This policy ensures compliance with the Americans with Disabilities Act (ADA) and Section 504 of the Rehabilitation Act, and outlines the process for evaluating requests for workplace accommodations.
 

The Office of Diversity and Inclusion (ODI) oversees the implementation and monitoring of this policy. The ADA Compliance Officer within ODI is responsible for ensuring the university’s adherence to ADA and Section 504 requirements and for evaluating accommodation requests.
 

Policy Statement

Reasonable accommodations will be provided to qualified employees who are unable to perform the essential functions of their current position due to a disability. This policy outlines the steps to request and evaluate workplace accommodations.

Steps for Requesting and Evaluating Workplace Accommodations
Submission of Request:
 

Employees seeking accommodation must submit the Employee Reasonable Accommodation Request Form to the ADA Compliance Officer. This request should also include documentation from a healthcare provider detailing the nature of the disability and the specific accommodation needed.

  1. Initial Review
    The ADA Compliance Officer reviews the submitted documentation to determine if it is sufficient to establish the existence of a disability. If additional information is needed, the employee may be asked to provide further details or clarification from their healthcare provider.
  2. Interactive Process
    The ADA Compliance Officer engages in an interactive process with the employee to discuss the accommodation request. This process involves:
    Understanding the nature of the disability and its impact on the employee's ability to perform essential job functions.
    Exploring potential accommodations that could enable the employee to perform their job duties.
  3. Qualification Determination
    The ADA Compliance Officer determines if the employee is a "qualified individual with a disability" under ADA definitions. This includes assessing if the employee has a physical or mental impairment that substantially limits one or more major life activities and if they can perform the essential functions of their job with or without accommodation.
  4. Accommodation Evaluation
    The ADA Compliance Officer evaluates the appropriateness and feasibility of the requested accommodation. This includes considering the effectiveness of the accommodation and its impact on the workplace.
  5. Undue Hardship Analysis
    The ADA Compliance Officer assesses whether the requested accommodation would impose an undue hardship on the university. This includes evaluating the nature and cost of the accommodation relative to the university’s resources and operations.
  6. Decision and Implementation
    The ADA Compliance Officer makes a decision regarding the accommodation request. If approved, the accommodation is implemented, and both the employee and their supervisor are informed of the details. If denied, the employee is provided with a clear explanation of the reasons and may be offered alternative accommodations if feasible.
  7. Ongoing Monitoring
    The effectiveness of the accommodation is monitored on an ongoing basis to ensure it continues to meet the employee’s needs. Adjustments or modifications to the accommodation may be made as necessary based on feedback from the employee or changes in their condition.

Commitment to Equal Access: Oswego State University is dedicated to creating an inclusive and accessible workplace for all employees. By following this policy, the university ensures that individuals with disabilities receive the support they need to perform their job duties effectively and contribute to the university's mission.