ACCESS Rochester
Workplace Accommodations: Guidelines for Determining if a Requested Accommodation is Reasonable
The following guidelines should be used to assess whether a requested accommodation is reasonable:
- Reasonable accommodations will not alter the fundamental nature of the job.
- Reasonable accommodations will not cause undue hardship to the University. Undue financial hardship should be considered in the context of the institution's entire financial resources, not an individual office, department, or school budget.
- Reasonable accommodations will not pose a direct threat of harm to the employee or others in the environment.
The supervisor should make an individual determination, based on objective medical or other evidence, of whether the employee's disabling condition poses a threat of harm to the employee or others and, if so, whether the threat can be removed by reasonable accommodations.
If the identified accommodations are found to be reasonable, the supervisor should implement the accommodations in a timely manner.
University Resources
Individuals with disabilities and their supervisors can turn to a number of University resources for assistance with disability-related issues. The Coordinator of Disability Resources or a Human Resources representative can serve as a facilitator for consultation on accommodations for new or newly disabled staff or faculty.
| Kathy Sweetland, Coordinator, University Disability Resources | 275-9125 |
| Peg Lee, Manager, Human Resources, Medical Center | 275-2537 |
| Barb Saat, Manager, Human Resources, River Campus | 275-3874 |
| Patty Guagliardo, Risk Management and Environmental Safety Ergonomic Assessments of the Worksites |
275-8403 |
Accessible Facilities
Major obstacles that may prevent employees with disabilities from getting around in the workplace should be removed as much as practicable. Assuring that aisles are clear of wastebaskets, electrical cords and furniture will enable people with disabilities to get around in the workplace and provide a safe environment for everyone.
Adjusting Work Schedules
Some faculty and staff with disabilities may have mobility problems, some may have medical conditions and some may need flexibility for regular medical accommodations to extend their productivity. While individual schedules may be agreed upon between the supervisor and employee within business guidelines, it should be noted that the employee is expected to work the required number of hours.
Introduction and Disabling Conditions
Individual and Supervisory Responsibilities
Ergonomic Devices, Job Restructuring & Modifying
Work Sites
