Wichita State University complies with Sections 503 and 504 of the Rehabilitation Act of 1973, the American with Disabilities Act (ADA) and the ADA Amendments Act (ADAAA). WSU does not discriminate on the basis of disability in the areas of education, employment, public accommodations and services.
The Rehabilitation Act, the ADA and the ADAAA were designed to provide a clear and comprehensive national mandate for the elimination of discrimination against persons with disabilities, to provide enforceable standards addressing discriminiation, and to ensure that the federal government plays a central role in enforcing these standards. Human Resources reviews and administers requests for accommodation(s). The Executive Director of the Equal Employment Opportunity (EEO) is responsible for the coordination of the University compliance with the ADA.
If you are an employee at WSU and would like to request reasonable accommodation(s), please contact the Total Rewards team at email@example.com to arrange a meeting. During this meeting, HR will review what it means to meet the definition of disability under the ADA and the ADAAA, what documentation is needed by HR in order to make an individualized assessment of your situation, and possible accommodation ideas.
You may complete these forms prior to meeting or they can be provided to you when you meet with HR:
Additional Forms for Review
An individual with a disability as defined by the ADA and ADAAA is a person who:
Three factors are considered to determine whether a person’s impairment substantially limits a major life activity:
Major Life Activities may include:
Lifting, sleeping, concentrating, breathing, working, eating, walking, standing, reaching, thinking, reading, bending, hearing, seeing, speaking, learning, sitting, caring for self, interacting with others, performing manual tasks, and communicating.
Major life activities may also include major bodily functions including immune, hemic, digestive, bowel, bladder, genitourinary, lymphatic, neurological, brain, respiratory, circulatory, endocrine, reproductive, musculoskeletal, cardiovascular, special sense organs/skin, and normal cell growth.
Temporary, non-chronic impairments of short duration, with little or no long-term or permanent impact, are usually not disabilities. Such impairments may include, but are not limited to, broken limbs, sprained joints, concussions, appendicitis, and influenza.
An individual with a disability who is qualified is:
An individual who has a substantial impairment and meets the skill, experience, and education requirement of the position held or desired and who can perform the essential functions of the position with or without reasonable accommodations.
Reasonable accommodations are any modification or accommodation to a job, practice, policy, or the work environment that enables an employee to perform the essential functions of a position without creating undue hardship for the employer.
Reasonable accommodations may include, but are not limited to:
The process for determining if an employee has a disability and whether there are reasonable accommodations that can be implemented is called the interactive process. It essentially is a conversation between an employee and his or her supervisor, often facilitated by HR.
Reasonable Accommodation Requests
Employees seeking a reasonable accommodation may either be referred to HR by their supervisor or contact HR directly. In either instance, employees should email firstname.lastname@example.org to set up a time to meet with HR. During this meeting, HR will further discuss the assessment and accommodation process and any required documentation needed from the employee.
Once all required documentation is received, HR will determine if the physical/mental impairment qualifies as a disability. If so, both the employee and supervisor will be notified in writing that they may begin the process to determine reasonable accommodations. HR can assist with the determination of reasonable accommodations should either party wish.
HR shall be informed of the agreed-upon reasonable accommodations, and record of such accommodations will be kept on file with HR.
All employee medical information is kept confidential. Medical information is collected and kept in separate medical files with the following exceptions:
When supervisors are informed of an employee’s limitations and accommodations, the ADA prohibits the disclosure of the employee’s medical information to other persons, including employees.
Students who need accommodation in academic programs should contact the Office of Disability Services, (316) 978-3309, to initiate the process.
An individual with a disability who believes his or her disability is not being accommodated or who has experienced discrimination or harassment on the basis of disability may file a complaint with the Equal Opportunity (EO) or email@example.com.
Office of Human Resources
Reviewed 9/13/16 SH