The University will make good faith efforts to provide reasonable accommodations to applicants, employees, students, visitors, and participants in programs and services.
The University’s reasonable accommodation process is intended to be an interactive “collaboration and communication between the employer (University officials) and employee to explore, discuss and determine the appropriate reasonable accommodation(s), if any. The employer and employee are expected to engage in the interactive process in a “good faith” manner.”
For employment accommodations, the primary goal of this process is to help individuals to perform all of the essential functions of their current position, with or without accommodation.
For more information, please view: Fayetteville Policies and Procedures 203.1: Accommodations for Disabilities – Employment, Programs and Services
Who is eligible for a Reasonable Accommodation?
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.
This process applies to all applicants seeking employment with the University, University employees, visitors to campus and others participating in campus programs or receiving campus services.
Individuals with disabilities are asked to update their disability status within Workday. Information on why individuals are asked to self-identify and instructions on how to make updates in Workday can be found on the Accessibility Website.
Process of Requesting
To request an accommodation, the individual who needs the accommodation or someone who can provide the required information on behalf of the individual should completed the online reasonable accommodation request form by clicking the following link: Accommodation Request Online Form
For additional information, review the Pocket - Quick Reference Guide - English.
Managers or others in the management chain can submit a referral notice by using the online request form. A notice of referral will be submitted to the individual identified on the third-party report by OEOC.
Medical Statement Forms
Additionally, for disability related requests, individuals may be asked to provide a Medical Statement Form from a licensed physician or other health care provider certifying the nature and type of physical or mental disability of the employee prior to making any decision regarding the request for reasonable accommodation.
The Medical Statement Form will be required, unless the disability/impairment is obvious or visible and the request corresponds with the disability. Employees may consult with the Director of Accommodation and Accessibility Services or the Accommodation Specialist as to whether the Medical Statement Form is required for their request.
This is to help the University understand the condition, capacities, or limitations in conjunction with the request.
The following Medical Statement Forms should be used, as appropriate:
- Reasonable Accommodation Medical Statement Form(for disability accommodations only, downloadable form to be submitted to Medical Provider and attached to the online Accommodation Request Form)
- Leave Medical Statement Form (for leave accommodations only, downloadable form to be submitted to Medical Provider and attached to the online Accommodation Request Form)
- Remote Work Medical Statement Form (for leave or remote work accommodations only, downloadable form to be submitted to Medical Provider and attached to the online Accommodation Request Form)
- Travel Accommodation Medical Statement Form(for travel accommodations only, downloadable form to be submitted to Medical Provider and attached to the online Accommodation Request Form)
Medical information obtained in connection with a request for reasonable accommodation shall be maintained by the Director of Accommodation and Accessibility Services or designee in files separate from the individual’s personnel file. Such information should be restricted to a need-to-know basis. The Director of Accommodation and Accessibility Services or designee may share certain information with an employee’s supervisor or other University official(s) as necessary to make appropriate determinations on a reasonable accommodation request. Employees receiving such information in connection with the reasonable accommodation process must keep the information confidential.
Employees are not required nor encouraged to disclose medical information or information about an impairment(s) to their supervisors.
The medical statement form should be sent directly to OEOC either by fax at 479.575.7637
or by email to email@example.com. It can also mail the information physically to:
c/o Director of Accommodation and Accessibility Services
346 N. West Avenue
1 University of Arkansas
4 WAAX Fayetteville, AR 72701
Individuals are strongly encouraged to use the online reporting form and the medical statement form, as appropriate. These forms are designed to obtain sufficient information for the University to respond effectively to your request for accommodation. Not using the forms or providing incomplete information may delay the accommodation process due to the additional time needed to clarify your needs and related medical information.
If at any point you need assistance with either form, contact Equal Opportunity, Compliance & Title IX.
Applicants with Disabilities
To request a reasonable accommodation to participate in the application and selection process, an applicant has the following options:
For assistance completing a job application, please contact Human Resources:
222 Administration Building
Fayetteville, AR 72701
For assistance with the interview process, please inform the search committee/hiring official prior to the interview of the need for assistance. If there are any issues with providing assistance or questions, either the applicant, search committee or hiring official should contact the Director of Accommodation and Accessibility Services or designee.
Accommodation Review Process
The University will respond to your accommodation request as quickly as possible. Response time may be affected by the complexity of the accommodation requested. The role of the Director of Accommodation and Accessibility Services or designee is to facilitate the accommodation process by coordinating with the requester and the department responsible for implementation of the accommodation. Response time will be affected by the coordination efforts.
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 Equal Opportunity, Compliance & Title IX, 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.
The Director of Accommodation and Accessibility Services or the Accommodation Specialist may conduct a job analysis of a position by reviewing the position restrictions.
A job analysis assesses the position’s physical and/or cognitive requirements and identifies essential job functions. Essential functions Job activities that are determined by the employer to be essential or core to performing the job. A function may be essential because, for example, 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. They cannot be removed from the position without changing its nature. 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 health-care provider to help their provider effectively assess whether they can perform their position’s essential job functions.
Receiving a request
Contact the Director of Accommodation and Accessibility Services or Accessibility Specialist if:
- 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.
If you receive documents containing medical information, immediately forward them on to the Director of Accommodation and Accessibility Services or 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. However, 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 if they have questions about accommodation procedures or policies.