Employee Accommodations
Employees Requesting Accommodation
Employee and applicant requests for reasonable accommodations should be forwarded to Compensation and Compliance Coordinator Shelly Simken, who also serves as the ADA Coordinator for Employees.
Process
Generally, after a request for accommodation has been made, the next step is for the parties to begin the interactive process to determine what, if any, accommodation should be provided. This means that the individual requesting the accommodation and the Compensation and Compliance Coordinator must communicate with each other about the request, the precise nature of the problem that is generating the request, how a disability is prompting a need for an accommodation, and alternative accommodations that may be effective in meeting an individual’s needs.
In many instances, the Compensation and Compliance Coordinator may need to request
medical information to determine if an individual’s impairment is a "disability" under
the ADA or to determine what would be an effective accommodation. The Compensation
and Compliance Coordinator will also work with the requestor’s department and Human
Resources to identify job duties and gather further information about possible accommodations.
Communication is a priority throughout the entire process. Both the individual making
the request and the Compensation and Compliance Coordinator should work together to
identify effective accommodations. Medical information obtained in connection with
the reasonable accommodation process must be kept confidential. This means that all
medical information that the Compensation and Compliance Coordinator obtains in connection
with a request for reasonable accommodation is kept in files separate from the individual's
personnel file.
Contact Information
