![]() The employee is responsible for requesting a workplace accommodation. If an employee makes a request for accommodation to someone other than OIE staff, such as a supervisor, manager or Human Resources professional, these individuals should forward the request to the Disability Services unit in the Office of Institutional Equity. To initiate the process, the employee may submit an Accommodation Request Form to OIE. The interactive process of determining what accommodations are reasonable and appropriate for an employee with a disability is done on a case-by-case basis and involves the employee, the supervisor/manager, Human Resources, the Office of Institutional Equity (OIE), and, as needed, Occupational Health Services (OHS), the Faculty and Staff Assistance Program (FASAP) and the Department of Health, Safety and the Environment (HSE).Īn employee is generally responsible for indicating his or her need for accommodation. ![]() Major life activities include, but are not limited to, caring for oneself, performing manual tasks, seeing, hearing, eating, sleeping, walking, standing, lifting, bending, speaking, breathing, learning, reading, concentrating, thinking, communicating and working.Īn employee is considered qualified if he or she has the requisite skills, experience and education to perform the job, and is able to perform the essential functions of the job with or without accommodation. An employee is considered to have a disability under this policy if he or she has a physical or mental impairment that substantially limits one or more major life activity, or if he or she has a record of such impairment. Eligibility/DefinitionsĪll qualified employees with disabilities, including regular, full-time, part-time, temporary, casual or limited employees, are eligible to request workplace accommodations. This policy addresses who is eligible to receive accommodations, the process by which employees can request accommodations, and the expectations of supervisors and managers in engaging in the interactive process to determine what accommodations are appropriate. Examples of reasonable accommodations include, but are not limited to: acquiring or modifying adaptive equipment, job restructuring, modified work schedules, providing interpreters, removing readily achievable physical barriers, and providing paid or unpaid leave. What is a reasonable employee accommodation?Ī reasonable accommodation is a modification or change in the workplace or the way things are customarily done that provides an equal employment opportunity to an individual with a disability. Individuals with disabilities are protected from discrimination and may be entitled to reasonable accommodations and the right to equal access to programs and services. ![]() Faculty/staff should contact the Office of Institutional Equity (OIE) by phone (41) email ( fax (41) or online Request for Reasonable Workplace Accommodation form to begin the accommodations process.įaculty and Staff Workplace Accommodationsįaculty and staff who are requesting services from Disability Services at Johns Hopkins University are required to submit documentation under the ADA Amendments Act and Section 504 of the Rehabilitation Act of 1973. More information on the accommodations process is below. For the duration of the pandemic, OIE will review accommodation requests from vulnerable persons in in the same manner it reviews disability accommodations. Faculty/staff who fall within the CDC’s definition of a “vulnerable person” (documented in the Return to Campus Guide) or with a documented disability may request reasonable accommodations to their work environment. ![]() Handling Faculty and Staff Return to Campus Concerns – Phase 1īased upon CDC guidance, some people may be at higher-risk of experiencing negative COVID-19 outcomes due to their individual circumstances.
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