University Accessibility Procedures
The following information is intended to assist University of Alaska employees - including staff, faculty and student employees - and visitors with navigating the steps to request workplace accommodations and address barriers that exist in the University's online and physical spaces.
If you have any questions related to these procedures, please contact firstname.lastname@example.org.
Who does this step? The employee who needs accommodations.
What do I do? Start by filling out the Accommodation Request Form. You may also let your supervisor know you have begun the accommodations process with HR. You may be asked to have your provider fill out the Medical Information Form. When your provider has filled out this form, please email it to email@example.com. If you have questions about the process or would like to speak with someone, please contact us at firstname.lastname@example.org.
Remember: Though the ADA requires that your requests for reasonable workplace accommodations be honored whether or not they are presented in writing, we strongly suggest filling out an Accommodation Request Form in order to create a record for future reference.
Who does this step? The supervisor who received an accommodation request OR the employee who has requested accommodations.
What do I do? After UA HR receives the Accommodation Request form, the Leave and Accommodation Specialist will review the request and initiate the Interactive Process with the employee and supervisor to determine what accommodations may be provided. This is the perfect time for the employee and the supervisor to have a discussion regarding the process before meeting with the Leave and Accommodation Specialist so everyone is aware of the request.
Remember: Supervisors and UA HR are obligated to honor a request for reasonable accommodations, even if an employee does not submit the request in writing. Employees may also use “plain language” to request an accommodation, and are not required to mention the ADA or use the phrase “reasonable accommodation.”
If you have any questions, please contact the Leave and Accommodation Specialist at email@example.com.
Who does this step? Both the requesting employee and receiving supervisor.
What do we do? With guidelines of the Interactive Process in mind, determine if there are reasonable accommodations that would allow the employee to fulfill the essential functions of their job. Both the supervisor and employee are encouraged to introduce ideas to accommodate the employee’s needs. The Leave and Accommodation Specialist will also provide ideas, facilitate the conversation, and make a final determination on which accommodations will be granted.
Who does this step? The receiving supervisor.
What do I do? Any supporting information should be submitted to firstname.lastname@example.org for storage in a confidential file separate from other employee information.
Remember: There are important confidentiality rules around medical information and disability disclosure that are designed to help protect employee privacy in the workplace. Managers and supervisors can ask an employee for their accommodation information only on a need-to-know basis. Information should not be shared with anyone else.
Who does this step? Both the supervisor and the employee.
What do we do? Keep the conversation going. If an accommodation needs a modification, or an additional accommodation needs to be assessed, please communicate with both your supervisor and the Leave and Accommodation Specialist.
Remember: Communication is integral to making the interactive process work. If an employee has new or emerging needs, they should communicate that to their supervisor. If a supervisor notices that an accommodation is no longer working well for an employee, they should communicate that and revisit the accommodation. Accommodations may be reviewed as they are temporary to assist both the university and the employee.
If you have any questions on the ADA process, please reach out to email@example.com.
Even if you have worked with the Disability Student Services office to receive academic or housing accommodations, you should still make a separate request for accommodations upon starting a new job. You’ll follow the same process above.
You should initiate a new interactive process with your supervisor or employer to ensure that 1) they are aware that you need a reasonable accommodation, and 2) you get the right reasonable accommodations to ensure that you can equally access your work duties and workplace benefits.
To do so, please fill out this form, and present a copy to your supervisor. (A more detailed summary on workplace accommodations can be found in the above section.)
If you have already provided documentation of your disability to receive academic accommodations and need an accommodation for the same disability at work, please make note of that in the form. The ADA Accessibility team will work with you and your DSS office to try and minimize the amount of work and effort you have to duplicate.
Tips for Student Employees
- There are extensive legal rules around what employers and supervisors may or may not ask and assume of employees, so the easiest way to start the conversation around reasonable accommodations is by disclosing your need.
- Supervisors are required to keep your medical, disability, and accommodation information confidential, even from your coworkers, and may only tell other managers or supervisors on a need-to-know basis.
- Supervisors are also not required to rescind discipline for poor performance prior to knowing an employee needs a reasonable accommodation due to disability. This stands even if the poor performance was due to not having reasonable accommodations. So, if you think you’ll need a reasonable accommodation, speak up and start the conversation early!
Please note: the UA HR ADA Accessibility Team can't help with classroom accommodations. For academic or classroom accommodations, please reach out to your campus' disability student services office.
The University is committed to providing reasonable accommodations for any qualified applicant or employee, absent undue hardship. All applicants to the University of Alaska have equal employment opportunity based exclusively on their demonstrated ability or demonstrated potential ability.
If you need assistance with applying for positions online, please contact the ADA Accessibility Team.
To contact us via Alaska relay service, visit the Alaska Relay website.
To request a non-workplace accommodation:
- Please contact us at firstname.lastname@example.org
- If you would like to make your request verbally, or would prefer to go over your request over the phone, please call 907-450-8200.
Students needing academic accommodations should request them separately. UA HR does not provide academic and classroom accommodations for students.
For more information on requesting academic accommodations for classes, exams, and student housing, etc., contact your campus-specific Disability Student Services office.
To resolve a minor conflict or to adjust your accommodations if they are no longer working for you, please contact us at email@example.com. For more information on submitting a grievance, please visit our Equity & Compliance page.
We want to know! If you experience a barrier that prevents full access, please fill out a Barrier Report for the campus you are trying to access