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Accessing Disability Resources for Faculty and Staff at Carnegie Mellon
What Faculty Members Should Know About the Americans with Disabilities Act (ADA)
Guidelines on How Faculty and Staff Can Assist Students with Disabilities
Accessing Disability Resources for Faculty and Staff at Carnegie Mellon University
The Equal Opportunity Services (EOS) Disability Resources office can assist employees seeking university accommodations for disabilities. The University annually offers each employee the opportunity to identify themselves as a disabled individual. However, an employee may self identify that they have a disability at any time by contacting Equal Opportunity Services or by calling (412) 268-2013. You may also complete the Employee Annual Self-Identification Form for faculty and staff and mail it to EOS at Whitfield Hall, 143 North Craig Street, Pittsburgh, PA 15213.
EOS can also answer your questions regarding reasonable accommodations that may be provided as defined by the American with Disabilities Act.
- Documentation
- Faculty and Staff Process for Addressing Accommodations
- Accommodations
- Accommodation Plan
- Temporary Accommodations
- Temporary Disabilities
Documentation
Under the Americans with Disabilities Act (ADA) and Section 504 of the Rehabilitation Act of 1973, individuals with disabilities are protected from discrimination and assured services. To establish that an individual is covered under the ADA, the documentation must indicate that the disability substantially limits some major life activity, including learning and working. The following documentation requirements are provided in the interest of assuring that documentation does the following: demonstrates an impact on a major life activity, is appropriate to verify eligibility, and supports the request for accommodations, academic adjustments, and/or auxiliary aids.
The required documentation will vary based on the nature of the disability and each individual. Below are the suggested guidelines for the most common disabilities:
- Attention Deficit Hyperactivity Disorder Documentation Guidelines
- Chronic Health Orthopedic Documentation Guidelines
- Hearing Documentation Guidelines
- Learning Disability Documentation Guidelines
- Psychiatric Documentation Guidelines
- Vision Documentation Guidelines
Faculty and Staff Process for Addressing Accommodations
The individual brings his/her concern or request for accommodations to the appropriate supervisor. They discuss potential options to meet the individual's needs and implement accommodations as the situation allows.
If both parties are unable to find or agree upon a workable adjustment, the supervisor may contact Human Resources for assistance. If the employee indicates that the problems are chronic and may be related to a disability, the employee is referred to Equal Opportunity Services, Disability Services.
If the employee is referred to EOS Disability Resources, Disability Resources will request that the employee provide appropriate documentation. If after reviewing the documentation it becomes clear that the employee does not have a disability, he/she will be referred to Human Resources. If the employee is found to have a disability, accommodations will be recommended based on an assessment of the interaction between the employee’s functional limitations and the essential functions of the job. Human Resources, Disability Resources, the employee’s supervisor(s) and the employee may be involved in this process as necessary.
Accommodations
An accommodation is a modification or adjustment that is "reasonable" if it "seems reasonable on its face, i.e., ordinarily or in the run of cases;" this means it is "reasonable" if it appears to be "feasible" or "plausible." An accommodation also must be effective in meeting the needs of the individual. An accommodation shall take those steps that may be necessary to ensure that no individual with a disability is excluded, denied services, segregated or otherwise treated differently than other individuals because of the absence of auxiliary aids and services, unless the public accommodation can demonstrate that taking those steps would fundamentally alter the nature of the goods, services, facilities, privileges, advantages, or accommodations being offered or would result in an undue burden, i.e., significant difficulty or expense.
Accommodation Plan
The Individualized Accommodation Plan details specific physical and learning issues. Generally, a copy of the plan is given to the individual to share with the campus community as the individual sees fit. The purpose of the accommodation plan is to provide a starting point for discussion of a disability as it relates to accommodations. Disability Resources may also share the Accommodation Plan with members of the campus community on a need to know basis.
Temporary Accommodations
Individuals who suspect they have a temporary disability may be eligible for temporary accommodations. Individuals must discuss their concerns with EOS, Disability Resources. If at this point it is determined that there are grounds for a suspected disability, the individual will be given a list of providers who, for a fee, will complete an evaluation to determine the following: if a disability exists, the degree of disability and possible plans for remediation and/or accommodations. If a “good faith effort” is made on the part of the individual to secure documentation, temporary “prudent man” accommodations will be put in place for a semester or an approximate period of time. At the end of that time, if the individual does not produce documentation that justifies accommodations, the accommodation(s) may be void.
Temporary Disabilities
Individuals who have a short term condition that substantially limits their ability to achieve day to day work at the university, may be considered for assistance via EOS. If you believe you are in need of services because of a short term condition that is substantially limiting contact Larry Powell, (412) 268-2013, lpowell@andrew.cmu.edu.