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It is the employee’s responsibility to notify DAS and their supervisor if the implemented accommodations are no longer working or they are no longer needed. Upon approval, an Employee Accommodation Agreement is developed, and the accommodations are implemented expeditiously. The goal is to determine if requested accommodations can be approved or if alternate accommodation options should be explored. If requested, DAS may meet with the employee’s supervisor or department leadership for a consultation regarding the requests. Once the employee is found to be eligible for accommodations and an employee intake meeting has occurred, DAS notifies the employee’s supervisor in writing to formally request specific reasonable accommodations on behalf of the employee.
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When advising on potential effective and reasonable accommodations, DAS considers the essential functions of the position, limitations imposed by the employee’s disability, barriers in the environment, and the nature and cost of accommodation. The functional impact of each employee’s disability is considered to determine the type of accommodations that are appropriate. This documentation should be submitted directly through the online portal, which is secure and HIPAA compliant. Supporting medical documentation is required to register with our office for coordination of workplace accommodations or parking accommodations. The Department of Accessibility Services now uses an online portal for submission and management of accommodation requests.Įmployees making initial requests for workplace or parking accommodations should follow the Accommodate link below to complete an Employee Accommodation Request Form online.Īccommodate - Initial Accommodation Requests
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How to Register with Department of Accessibility Services Enabling workers with disabilities to enjoy the same benefits and privileges of employment as enjoyed by workers without disabilities.Enabling workers with disabilities to perform essential job functions.Equal opportunity in the application process.The responsibility to provide reasonable accommodations falls into these three categories: The law does require that Emory consider reasonable modifications regarding how qualified individuals with disabilities demonstrate their abilities and skills. Emory is not required to give preferential treatment to individuals with disabilities or lessen qualification standards. The ADA is a non-discrimination law and the purpose of reasonable accommodations is to enable the prospective or current employee with a disability to perform a job. Emory’s Department of Accessibility Services coordinates ADA reasonable accommodations for employees of Emory University, Emory Healthcare and all Emory affiliates.