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ADA Information for Employees

 

Q. What is the Americans with Disability Act (ADA)?

A. The ADA prohibits discrimination on the basis of disability in employment, State and local government, public accommodations, commercial facilities, transportation, and telecommunications. It also applies to the United States Congress.

 

Q. What constitutes a disability and how is it documented?

A. The ADA defines a disability as (I) a physical or mental impairment which substantially limits one or more of an individual’s major life activities; (II) a record of such impairment; or (III) being regarded as having such an impairment. Employees may be asked to provide documentation from their health care provider about the nature of their disability.

 

Q. Who should I contact if I require an accommodation?

A. Employees should notify their supervisors if they require an accommodation. Supervisors will work with the employee and the Director of Human Resources to find a reasonable accommodation.

 

Q. What is a "reasonable accommodation"?

A. Creighton University is required to provide reasonable accommodations for qualified employees with known disabilities. Accommodations are determined on a case-by-case basis. Creighton University will engage in an interactive communication process with the employee. The nature of the disability and the type of job the employee holds are two of the many factors that are considered in determining a reasonable accommodation. Reasonable accommodation may include, but is not limited to:

  • Making existing facilities used by employees readily accessible to and usable by persons with disabilities.
  • Job restructuring, modifying work schedules, reassignment to a vacant position;
  • Acquiring or modifying equipment or devices, adjusting or modifying examinations, training materials, or policies, and providing qualified readers or interpreters.
  • View ADA Reasonable Accommodation Request Form.

 

Q. What should I do if I find a student who needs an accommodation?

A. Employees should encourage students to contact the dean's office of their school for assistance. Employees may also contact the Office of Disability Accommodations:

 

Q. Who do I contact to report an environmental barrier?

A. Contact Facilities Management:

 

Q. What are Creighton University’s responsibilities to employees with disabilities?

A. Creighton University is required to provide reasonable accommodation to the known physical or mental limitations of an otherwise qualified employee with a disability. Creighton will engage in an interactive communication process with the employee to find and provide an effective accommodation.

 

Q. What responsibilities do employees with a disability have to Creighton University?

A. It is the responsibility of the employee with a disability to inform Creighton University if an accommodation is needed. The request does not need to come directly from the employee but may come from a friend, family member or health care provider. The employee is obligated to engage in an interactive communication process to assist Creighton University in finding an effective accommodation.

 

Q. Why would my request for an accommodation be denied?

A. If the necessary changes would pose an "undue hardship" on the employer's business, the employer is permitted to refuse an employee's request for an accommodation. Undue hardship is defined as an action requiring significant difficulty or expense when considered in light of factors such as an employer's size, financial resources, and the nature and structure of its operation.

An employer is not required to lower quality or production standards to make an accommodation; nor is an employer obligated to provide personal use items such as glasses or hearing aids.

 

Q. Who should an employee contact if he/she has additional questions about the ADA and reasonable accommodations?

A. Employees should contact the Director of Human Resources at 280-2709 with questions about the ADA and reasonable accommodations.

 

For more information . . .