Disability Accommodations

For assistance completing a job application, contact Human Resources online or call 479-575-5351 to set up an appointment.

Heads up! To ensure the timeliness of the request, applicants are encouraged to request an accommodation as early as possible in the application process. 

When an applicant seeking accommodation is invited to participate in an interview, they should immediately inform the hiring official and the Office of Accessibility and Accommodation Services prior to the interview to request an accommodation.
Note: Applicants are required to submit a request for each position they apply for.

For assistance, or if you have not received the assistance requested, email access@uark.edu or call 479-575-6208.

The hiring official or search committee can proceed with fulfilling an applicant's accommodation request, but must inform OEOC-AAS of the request and what was provided. If assistance is needed, please email access@uark.edu or call 479-575-6208.

The accommodation specialist assigned to the request may conduct a job analysis by reviewing the position restrictions to assess physical and/or cognitive requirements and identify essential job functions.

Essential job functions are activities determined by the employer to be essential to performing the job. They cannot be removed from the position without changing its nature. For example, a function may be essential because:

• The position exists to perform the function;
• There are a limited number of employees available who could perform the function;
• And/or the function is highly specialized, and the incumbent is hired for special expertise or ability to perform it.

 Duties that are not essential may be modified, eliminated, replaced or restructured as part of the accommodation process.

Individuals may be asked to take the position restrictions to their healthcare provider to help effectively assess whether they can perform their position’s essential job functions.

1. During this process, it is the responsibility of the OEOC-AAS to determine if:
   • Your impairment meets the criteria of a disability under university policy, and 
   • The accommodations requested will provide a modification, exception, or change to how things are customarily done in a position, practice, policy, or work environment that enables a qualified person with a disability an opportunity to be considered for a position, perform the essential functions of a position, or enjoy the same benefits and privileges of employment as are enjoyed by similarly situated applicants or employees without disabilities.
     
     
2. After reviewing your documentation and possibly meeting with you as needed, OEOC-AAS will meet with the department to discuss the reasonable accommodation requests. While the medical diagnosis is not disclosed, the impact on the affected area (position, job performance, access) is discussed to determine if a reasonable accommodation can be granted. There may be times when OEOC-AAS will discuss the situation further with the requestor.
   
   
3. Once a determination is made, written notification will be sent to the department authority for signature and then to the requestor. All parties must sign as an acknowledgment of the decision.

In the event that the requestor does not agree with the accommodation, they can first discuss the situation with OEOC-AAS. If there are still concerns after discussion, an Administrative Review can be requested.

For minor workstation adjustments (such as desk height modifications or ergonomic enhancements), your supervisor may be able to implement requests without additional assistance beyond the department.

Requests requiring job duty modifications, environmental changes, equipment purchases, or other significant actions may necessitate the help of Facilities Management (for construction or physical changes to the building or location) or other appropriate offices. The director of Accommodation and Accessibility Services will be the first point of contact for accommodation assessments and will involve the appropriate offices.

An employee or participant in a program or service may request an administrative review by the AVC & executive director of OEOC. The administrative review may be based on one or more of the following reasons:

• The decision is contradictory to university policy or applicable law; and/or
• The interactive process did not substantially comply with the guidelines in this policy.

Heads up! The request for review must be submitted within 10 business days after the employee has received the official decision notice in writing.

The AVC & executive director of OEOC will communicate their final decision in writing. The decision is not subject to further appeal.

Contact Accommodation and Accessibility Services when:

• You have any questions about the accommodation being requested (such as regarding duration, scope, necessity, workplace impact, or the employee’s ability to perform the position’s essential functions even with accommodation)
• An employee tells you about a health problem that could impact their ability to perform their job but does not make a specific accommodation request

You may not deny an individual’s request for reasonable accommodation without first consulting with the Director of Accommodation and Accessibility Services.

Email access@uark.edu or call 479-575-6208.

If you receive documents containing medical information, immediately forward them on to the Director of Accommodation and Accessibility Services or an accessibility specialist. Do not keep medical records in departmental files.

You should not ask the employee for personal medical information or about the disability itself. Your focus should be on the workplace modification being requested.

The employee is not required to disclose medical information to their supervisor. If an employee does choose to disclose such information, advise them that you will keep the information confidential, and redirect them to the appropriate resource for questions about accommodation procedures or policies.

For more information, see the Medical Documentation Guidelines.

A reasonable accommodation allows an applicant or employee with a disability to successfully apply for the job, perform the duties of the job, or enjoy the benefits and privileges of employment.  Examples include:

• Providing written materials in accessible formats (large print, Braille, or disc).
• Adjusting or modifying work schedules.
• Providing readers or sign language interpreters.
• Holding recruitment, interviews, tests, and other parts of the application process online or in accessible locations.
• Holding staff meetings in accessible locations.
• Providing or modifying equipment and devices.
• Adjusting or modifying policies and procedures.

Because the accommodation depends on the nature of the disability and the type of job, your “reasonable accommodation” may be different from those provided to other employees or job applicants. The accommodation, no matter what it is, may not be unduly costly or disruptive for your employer. 

Diagnosis alone does not qualify an individual for an accommodation. To be considered for reasonable accommodation, an individual must have an impairment that substantially limits one or more major life activities. The university reserves the right to determine if a condition or diagnosis rises to the level of a disability and what constitutes as reasonable, necessary and appropriate accommodations according to the functional limitations of the disability. Accommodations may not alter the essential skills and/or the fundamental nature of a course or program.

In the event that an employee is not able to perform the essential functions of their job, even with reasonable accommodation or because any accommodation would result in undue hardship, Human Resources may identify vacant positions for which the employee is qualified, with or without reasonable accommodation. The options for an employee will be assessed (which may include applying for such a vacant position) and determined on a case-by-case basis. Any search for a vacant position will not exceed 30 calendar days.

Employees seeking reasonable accommodations are encouraged to update their disability status in Workday. An individual meets the definition of “disability” that would qualify them for reasonable accommodations if they have “a physical or mental impairment that substantially limits one or more major life activities." 

• Change Your Identification of Disability Instructions PDF (page 3)
• Modify Self Identification of Disability Demo Video
• Disability Inclusion Starts with You Video (dol.gov)