Disability & Religious Accommodations
It is the policy of the University of Arkansas to provide equal access and opportunity to qualified persons with disabilities in compliance with Section 503 and 504 of the Rehabilitation Act of 1973, as amended; the Americans with Disabilities Act (ADA) of 1990; and the ADA Amendments Act (ADAAA) of 2008.
The university prohibits discrimination based on disability in all aspects of the application process and employment relationship. The Office of Equal Opportunity and Compliance provides information relating to accommodations under the American Disabilities Act and monitors ADA accommodations for employees and applicants. If you are a University of Arkansas employee with a disability, including pregnancy related disabilities, please use the voluntary self-identification instructions to guide you through the process of updating your status as an individual with a disability and whether you have a disability that requires accommodations.
An employee requiring an accommodation, must make an accommodation request by submitting it to the Accommodation and Accessability Coordinator.
- Accommodation Request Form (complete the Medical Statement Form prior to submittal of the Accommodation Request Form)
- Medical Statement Forms (downloadable form to be submitted to the Medical Provider and attached to the online Accommodation Request Form)
Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on religion. This includes refusing to accommodate an employee's sincerely held religious beliefs or practices unless the accommodation would impose an undue hardship (more than a minimal burden on operation of the business).
A religious practice may be sincerely held by an individual even if newly adopted, not consistently observed, or different from the commonly followed tenets of the individual's religion.
A religious accommodation is any adjustment to the work environment that will allow an employee or applicant to practice his or her religion. The need for religious accommodation may arise where an individual's religious beliefs, observances or practices conflict with a specific task or requirement of the position or an application process. Accommodation requests often relate to work schedules, dress and grooming, or religious expression in the workplace. If it would not pose an undue hardship, the employer must grant the accommodation.