Human Resource Services

Home | Jobs@UNI | My Benefits | Forms | About Us

Workplace Accommodation Services

Workplace Accommodation Services

Supporting Services for UNI Faculty and Staff

Human Resource Services (HRS) is committed to ensuring faculty, staff, prospective employees, and visitors with disabilities have equal access at the University of Northern Iowa. We understand that in order to create a diverse, equitable, and inclusive environment, we must provide individualized support to employees. Sometimes this support comes in the form of reasonable accommodations for employees with disabilities or limitations from pregnancy, childbirth, or related medical conditions. The accommodation process is intended to be interactive and collaborative, relying on open communication and active participation between employees and UNI.

Reasonable Accommodations

An accommodation is any change in the work environment or in the way things are customarily done that enables an individual with a disability to enjoy equal employment opportunities. When employees with disabilities face barriers in the workplace, providing reasonable accommodations may assist in removing those barriers.

  • Whether or not an accommodation is reasonable will vary depending on the position the employee holds, the way their disability affects their ability to do their job, and the environment that they work in.
  • Reasonable accommodations for employees are determined based on the anticipated effectiveness with some consideration given to cost versus benefit.

An accommodation is not considered reasonable if it is not effective, removes essential job functions, creates an undue hardship to the University, or poses a direct threat to the employee or others.

  • Lowering standards of conduct or performance expectations is not considered a reasonable accommodation as employees with disabilities are held to the same job requirements as employees without disabilities or accommodations.

The primary goal of this process is to help employees perform all of the essential functions of their current position, with or without accommodation.

Job applicants who need reasonable accommodations during the application or hiring process should contact hrs-employment@uni.edu or call 319-273-2422.

Employees with limitations related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions may be provided reasonable accommodations under the Pregnant Workers Fairness Act (PWFA). Information regarding the process under PWFA is outlined further below.

Employee Eligibility

Any employee who is considered disabled under the Americans with Disabilities Act (ADA), regardless of position or tenure, may qualify for reasonable accommodations. To be eligible for reasonable accommodation under the ADA, an employee must have an impairment that substantially limits one or more major life activities, or a record of such an impairment.

  • Disabilities cover a broad spectrum under the law. When an employee is eligible and needs assistance to perform their essential job functions, we accommodate them whether or not their disabilities are obvious to others.
  • Not all employees with disabilities will require the same accommodations and some employees with disabilities may not require any workplace accommodations.

Each accommodation request is evaluated on a case-by-case basis to determine whether the employee’s situation necessitates an accommodation to perform the essential functions of their position.

Request a Workplace Accommodation

If you are an employee with a disability that is affecting your ability to perform your job, you may request a reasonable accommodation by informing your supervisor of your need and/or completing the workplace accommodation request form.

  • Supervisors who receive accommodation requests should inform the Leave & Accommodations Coordinator in HRS to initiate the interactive process.
  • Unless documentation is already on file in HRS, employees will be asked to provide written certification from their healthcare provider explaining their need for an accommodation.
  • For employees with obvious impairments, medical certification is not required to determine eligibility; however, healthcare provider recommendations may be beneficial in the interactive process.
  • Student employees who require a workplace accommodation to perform the functions of their job with the university should follow the same process as other UNI employees.

Interactive Process

Once a request for accommodation has been initiated and recognized by the supervisor and HRS, the following steps will take place.

  1. The Leave & Accommodations Coordinator will gather information to understand what barriers the employee is experiencing and why.
  2. Options for reasonable accommodations will be explored by engaging in interactive communication with employee, supervisor, and possible outside resources.
    • If necessary, a trial period may be considered to be sure the accommodation will be effective.
  3. Once a reasonable accommodation is identified and agreed upon, the employee and supervisor will be notified via email, memo, and/or letter.
  4. Employees and/or supervisors should communicate any issues with the accommodation after it has been implemented.
  5. If an accommodation is not available or reasonable, the employee will be notified in writing and alternative options may be discussed.

Please note: Employees are not required to accept an accommodation; however, if an employee needs an accommodation to perform the essential functions of their job and refuses to accept an effective accommodation, they may no longer be qualified to remain in the job.

Pregnancy Accommodations

The Pregnant Workers Fairness Act (PWFA) aims to protect the rights of qualified individuals in the workforce and went into effect on June 27, 2023. The PWFA requires employers to engage in the interactive process to identify reasonable accommodations that will enable an employee with known limitations related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions to remain at work.

Several key points regarding the PWFA accommodation process are outlined as follows:

  • All employees with known limitations related to pregnancy, childbirth, or related medical conditions are considered eligible for reasonable accommodations. The known limitations do not have to rise to the level of disability.
  • Employees in need of PWFA accommodations must inform their supervisor or HRS that they have a limitation and need an adjustment at work due to the limitation.
  • HRS will only request documentation when reasonable to determine whether to grant the accommodation or the limitation and need for accommodation is not obvious.
  • Nursing parents who require a location and break time to express breast milk for one year after the child's birth do not need to request formal accommodations for this purpose but should discuss the need for lactation breaks with their supervisor.

Four types of accommodation requests should be processed quickly without medical documentation and a limited interactive process:

  1. carry or keep water near and drink, as needed;
  2. additional restroom breaks, as needed;
  3. sit or stand; as needed;
  4. breaks to eat and drink, as needed.

Similar to ADA reasonable accommodations, PWFA accommodation requests are evaluated on a case-by-case basis.

Confidentiality

HRS maintains confidentiality of medical information and such records shall not be released except as required by law.

  • An eligible employee's restrictions, limitations and recommended accommodations may be discussed with necessary supervisory staff and is only shared as a matter of business necessity to ensure the accommodation is implemented.
  • In cases where disclosing the disability is necessary to implement the accommodation, the employee will be consulted regarding the limited information that may need to be provided to supervisory staff.

Reporting a Concern

If you feel your rights under the Rehabilitation Act, ADAA, Title VII, or the PWFA have been violated, you may contact the Office of Civil Rights Compliance and/or utilize the procedures outlined in the Discrimination, Harassment, and Sexual Misconduct Policy. The Assistant to the President for Civil Rights Compliance is the designated ADA Compliance Officer.

Student Accommodations

Students with disabilities in need of academic and campus experience accommodations, as well as University Housing & Dining accommodations should connect with Student Accessibility Services. The process may also be initated by submitting an accessibility request.

Supervisor Resources

Supervisor’s Role in Workplace Accommodations
UNI Policy 13.15 Campus Accessibility & Accommodations of Disabilities
Summary of Employee Conduct and Performance Standards Under the ADA
Pregnant Workers Fairness Act

Contact Information

Melissa Ward
Leave & Accommodations Coordinator
319-273-6164
hrs-leaves@uni.edu

Frequently Asked Questions

  1. 1Q: What qualifies as a disability under the Americans with Disabilities Act (ADA)?

    1A: According to the Federal law, an individual with a disability is anyone with a physical or mental impairment that substantially limits or restricts conditions, manner or duration under which an average person can perform one or more major life activities.

  2. 2Q: What are essential job functions?

    2A: Essential job functions are the duties an employee must be able to perform, with or without an accommodation. Employers determine which functions are essential and identify those in the written job description.

  3. 3Q: What should I do if I need to request a workplace accommodation due to disability limitations?

    3A: You should inform your supervisor and/or complete the workplace accommodation request form in order to initiate the interactive process. You may also be asked to provide documentation to support your request.

  4. 4Q: What are some examples of reasonable workplace accommodations?

    4A: Work Environment: office arrangements, ramps, handrails, lighting, ergonomic furniture, light versus sound alarms, modified workstations, air purifiers, parking.

    Schedules/ Procedures: flexible work hours, work days, lunch hours/breaks, part-time hours, additional training, modified approach to task completion, change in communication methods.

  5. 5Q: Who is responsible for expenses associated with a workplace accommodation?

    5A: In most cases, the expense for workplace accommodations is the responsibility of the employee's department. If costs are an issue, the manager should contact the HRS Leave & Accommodations Coordinator to determine options that might be available.

  6. 6Q:How do I request a PWFA accommodation?

    6A: You should notify your supervisor or HRS that you need a change or adjustment due to a known limitation. This will trigger the interactive process to identify a reasonable accommodation for your situation.

  7. 7Q: What are some examples of reasonable accommodations under the PWFA?

    7A: A number of accommodations that may address known limitations include: schedule changes, remote work, reserved parking, light duty, modifying equipment, modifying the work environment, job restructuring, frequent breaks, absences for medical appointments, etc. Each request will be evaluated on a case-by-case basis.

  8. 8Q: Do I need to provide documentation for pregnancy-related accommodations?

    8A: Maybe. Employers may only request documentation if reasonable under the circumstances. When requested by HRS, documentation should confirm your physical or mental condition and that it is related to, affected by, or arises out of pregnancy, childbirth, or related medical conditions. Documentation should also describe the change or adjustment at work that you need due to the limitation and the expected duration of the requested modification.

Jump to Top