ADA Accommodation Policy
Pursuant to Title I of the Americans with Disabilities Act (ADA), the Rehabilitation Act of 1973 and Florida law, Jacksonville University (JU) will reasonably accommodate employees who are qualified individuals with disabilities. When a faculty or staff member is unable to perform the essential functions of a position because of a disability, JU will evaluate requests for reasonable workplace accommodations that allow the staff or faculty member to perform the essential functions of a position and enjoy equal employment opportunity. Failure to reasonably accommodate employees with disabilities and pregnant employees is a violation of federal and/or state law as well as University policy.
Furthermore, JU is dedicated to equal opportunity for its employees and applicants. Therefore, JU does not discriminate against qualified individuals with disabilities in regard to application procedures, hiring, advancement, discharge, compensation, training or other terms, conditions and privileges of employment. Nevertheless, JU is not required to provide an accommodation that imposes an undue hardship that would interfere with an employee’s ability to perform the essential functions of his/her job.
A reasonable accommodation need not be the specific accommodation requested by the employee. If necessary, an employee’s supervisor and Human Resources should explore alternative accommodations if the proposed accommodation is not reasonable. Generally, JU will engage in an individualized and interactive process with the employee to provide a reasonable accommodation. Through the interactive process, accommodations are determined on a case-by-case basis.
How to Request a Reasonable Accommodation
As an employee, you may initiate a request for any desired accommodation by:
- Contacting, in writing, Human Resources to begin the process of accommodation by identifying as a qualified individual with a disability and requesting an accommodation.
- Complete the JU Request for Accommodation Form (“Form”), describing your medical condition, the nature of the accommodation sought, and how the accommodation will enable you to perform the essential functions of your position.
- Attach documentation from your physician related to your medical condition. This information will remain confidential and should be current.
- Submit the Form to Human Resources and your supervisor.
- Cooperate with JU’s good faith efforts to engage in an interactive process to accommodate your medical condition.
Supervisors and department chairs are asked to discuss the basis of the employee’s request in an individualized and interactive process with the employee and Human Resources. JU will respond promptly and effectively to accommodation requests. JU may request additional medical documentation if necessary, to identify a reasonable accommodation.
In determining whether to satisfy the request for accommodation, Human Resources, in conjunction with the individual’s supervisor or department chair, will make an individualized assessment to:
- Identify the essential functions or core work-related duties of the individual’s position;
- Consider the work-related duties of current or prior faculty and staff in that same job or position;
- Assess the impact of the requested accommodation on the performance of the essential functions of the individual’s position and the operation of the department;
- Consider the duration of the request;
- Assess alternative accommodations;
- Consider financial impact;
- Review if there is a direct threat of harm to self and others; and
- Other related factors
If the accommodation is granted, the employee and the individual’s supervisor/department chair will receive a written accommodation agreement from Human Resources that outlines the accommodation.
If an employee disagrees with the determination, the employee may consult with Human Resources or appeal through the normal grievance process.