To make an accommodation request: Complete the Accommodation Request Form with your medical provider and submit to the campus ADA coordinator at: HR.ADAcoordinator@cuanschutz.edu
Reasonable accommodation is any change or modification to the hiring process, a job, the work environment, or the way things are usually done that enables a qualified individual with a disability to apply for a job, perform the duties of a job, and enjoy benefits and privileges of employment equal to those without disabilities, without causing significant difficulty or disruption in the workplace or posing a health or safety threat.
Accommodations are provided on an individualized, case-by-case basis and considered in collaboration with the requesting employee, the ADA Coordinator, and the supervisor.
Employees and applicants are not required to disclose the medical need for an accommodation to their immediate supervisor or hiring manager and medical information is kept separate from the personnel file.
For more information about the disability accommodation process for employees, please refer to the Reasonable Accommodation Process Guide.
Qualified Individual with a Disability:
An applicant or employee with a disability who has the qualifications for the position desired or held (through training, education, experience) and who can perform the position’s essential functions with or without accommodations.
A mental or physical impairment, or record or perception of a mental or physical impairment, that substantially limits one or more major life activities (e.g., the ability to walk, talk, see, hear, breathe, learn, sleep, take care of oneself, or work).
Any modification that permits a qualified individual (applicant, employee) with a disability to perform the essential functions of a position without imposing undue hardship on the employer.
An accommodation that is unduly costly, extensive, or disruptive to the employer.
Those duties that exist as the very purpose for the position and must be performed by the person holding the position. Essential functions must be distinguished from marginal functions which may be eliminated or reassigned to other employees. Factors to consider are: