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Disability Accommodation Procedure

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Reasonable Accommodation Requests

Employees seeking reasonable accommodations will use the following procedure:

All communications between the Accommodations Specialist and employees will take place within the Accommodate System

1) Request: It is the employee's or applicant's responsibility to initiate a request for a reasonable accommodation by contacting the Accommodations Specialist either orally or in writing. Current employees can complete a Reasonable Accommodations Request Form via the Accommodate system, which will be submitted directly to the Accommodations Specialist.

2) Discussion: Following receipt of the completed request, the Accommodations Specialist will meet with the faculty or staff member to acknowledge the request, explain the interactive process, and gather any additional information related to their disability. Lehigh University encourages faculty and staff members to identify specific accommodations that they believe would help them perform the essential functions of their position. However, Lehigh University is not required to implement the specific accommodations requested by the employee if there is an alternative, effective reasonable accommodation that would be sufficient.

3) Documentation: In accordance with the ADA and applicable state or local laws, HR may ask an employee to provide supporting documentation identifying that the employee has a disability, and that their disability requires reasonable accommodation. It also may become necessary for HR to discuss the nature of the disability with the employee’s physician. It is the employee’s responsibility to provide any requested documentation and to provide it in a timely manner. All medical information obtained in connection with the request will be kept confidential.

Additionally, HR can request an independent medical evaluation of the employee’s disability. In the event that the University deems it necessary to obtain a second medical opinion, the employee’s department will bear the cost of obtaining the second opinion. The request for an accommodation will be evaluated after all the documentation has been submitted by the employee to HR.

4) Evaluation: Lehigh University will evaluate requests for reasonable accommodation on a case-by-case basis. Various factors, including but not limited to, position description (essential functions), medical necessity, cost, safety and security, major life activity impacted, etc., will be considered when reviewing requests. HR may also consult with a supervisor(s), other appropriate University offices, and other resources, both internal and external to the University, as needed. In this case, the employee will be notified, and all medical information (including the request) will remain confidential.

5) Determination and Implementation Under the ADA: Lehigh University’s HR Department shall provide the employee with written notification of the determination within thirty (30) days of the Accommodations Specialist receiving all required information/documentation relating to the request, absent extenuating circumstances. If the determination includes an accommodation, the notice will also include the expected implementation date of the accommodation.

If a situation should arise that requires additional time to review and assess a request or to provide an accommodation, HR shall provide the employee with written notification of the status of the request and the proposed date of determination.

If it is determined that the employee is qualified for reasonable accommodation, written notification will be sent to the employee and the supervisor indicating the recommended accommodation. Once the employee and the supervisor have been notified of the approved accommodation, a meeting will be held with the employee, supervisor, and Accommodations Specialist to discuss the details of the implementation of the accommodation.

 

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