Back to Top
Skip to Site Search Skip to Utility Nav Skip to Top Nav Skip to Left Nav Skip to Content
Close Main Menu

ADA Workplace Accommodations

ADA Process for Workplace Accommodations

  1. An employee is identified or self-discloses a disability.
  2. A representative from the Office of Human Resources consults with employees to advise the employee of applicable benefits and rights related to the nature of the disability (Worker's Compensation, FMLA, ADA, STD, LTD, etc). If applicable, the employee is advised of ADA rights and given appropriate paperwork upon employee request for accommodations.
  3. The Office of Human Resources forwards documents to the treating physician(s). Documents include:
    1. ADA Forms - Health Information Release Waiver for Consideration of ADA Accommodations
    2. Medical Request for ADA Accommodation
    3. Current Position Description (verified by the supervisor)
  4. Upon receipt of the medical documentation, representatives for the Office of Human Resources review the information to devise a plan of action (each is done on a case-by-case basis). Objectives:
    1. Review the current position description and determine the impact of the limitation on the job duties performed by the employee.
    2. Determine whether the employee can perform the essential functions of the job (with or without accommodations) based on medical certification.
    3. Identify possible accommodations (on or off the job)
    4. Request additional information as needed from physician(s) and/or employee if clarity is needed.
  5. A meeting is held with a representative from the Office of Human Resources and the supervisor of the employee to review and discuss the plan of action. Objectives:
    1. Update the supervisor on the ADA guidelines as needed and the request for accommodation submitted by the employee.
    2. Identify the essential functions of the position and whether the employee can perform them with or without reasonable accommodations
    3. Discuss possible modifications/accommodations and whether they are deemed reasonable for the institution. Identify funding sources, as needed.
    4. Elicit feedback from the supervisor. If necessary, work towards a consensus in the plan of action to insure compliance with ADA guidelines.
    5. Advise the supervisor as needed on strategies for continuous productivity in the department as it relates to employment and budgetary issues.
    6. Arrange follow-up meetings as necessary.
  6. Representatives from the Office of Human Resources meets with the employee to discuss the plan of action.
    1. The employee's questions/concerns are addressed and additional feedback from the employee may be elicited, if necessary.
    2. Arrange follow-up meetings as necessary.
  7. Accommodations are implemented.

ADA Process for Workplace Accommodations Requiring Reassignment

  1. An employee is identified or self-discloses a disability.
  2. A representative from the Office of Human Resources consults with employees to advise the employee of applicable benefits and rights related to the nature of the disability (Worker’s Compensation, FMLA, ADA, STD, LTD, etc). If applicable, the employee is advised of ADA rights and given appropriate paperwork upon employee request for accommodations.
  3. The Office of Human Resources forwards documents to the treating physician(s). Documents include:
    1. ADA Forms – Health Information Release Waiver for Consideration of ADA Accommodations
    2. Medical Request for ADA Accommodation
    3. Current Position Description (verified by the supervisor)
  4. Upon receipt of the medical documentation, representatives for the Office of Human Resources reviews the details of the circumstances and documentation to devise a plan of action (each is done on a case-by-case basis). If it is determined that an employee can return to work, but cannot perform the essential functions of the current job, then the following objectives are pursued:

Short-term plan

  1. Identify any job skills and abilities that the employee possesses to help with temporary placement.
  2. Identify whether there are any available position or projects an University of North Georgia where the employee can be placed on a temporary basis in the following order, preferably:
    1. Within the department
    2. Within the division
    3. Within the home campus
    4. Within University of North Georgia
  3. Determine whether the employee can perform the essential functions of the temporary assignment based on medical certification.
  4. Identify possible accommodations (if needed)
  5. Request additional information as needed from physician(s) and/or employee if clarity is needed.
  6. Work with management to address issues relating to job classification, salary, and budgetary impact of placement.

Long-term or permanent plan

  1. Identify any job skills and abilities that the employee possesses to help with other University of North Georgia employment opportunities
  2. Identify training opportunities in which the employee has access to, through UNG or other agencies that provides services related to disability and employment-related issues
  3. Identify whether there are any vacant position or projects an University of North Georgia for which the employee is qualified for (as detailed above)
  4. As part of the process for determining qualifications, determine whether the employee can perform the essential function of the job(s) identified (based on medical certification)
  5. Identify possible accommodations (if needed)
  6. Request additional information as needed with physician(s) and/or employee if clarity is needed.
  7. If there are no opportunities available within the university, explore other employment opportunities and/or provide employment related resources
  1. A meeting is held with a representative from the Office of Human Resources and the supervisor of the employee to review and discuss the plan of action. Objectives:
    1. Update the supervisor on the ADA guidelines as needed and the request for accommodation submitted by the employee.
    2. Identify the essential functions of the new position and whether the employee can perform them with or without reasonable accommodations. The position description is reviewed and approved by the supervisor.
    3. Discuss possible modifications/accommodations and whether they are deemed reasonable for the institution.
    4. Elicit feedback from the supervisors. If necessary, work towards a consensus in the plan of action to insure compliance with ADA guidelines.
    5. Resolve issues relating to job classification, salary, and budgetary impact of placement
    6. Arrange follow-up meetings as necessary.
  2. Representatives from the Office of Human Resources meets with the employee to discuss the plan of action.
    1. The employee's questions/concerns are addressed and additional feedback from the employee may be elicited, if necessary.
    2. Arrange follow-up meetings as necessary.

  3. Accommodations are implemented.

UNG follows Section 508 Standards and WCAG 2.0 for web accessibility. If you require the content on this web page in another format, please contact the ADA Coordinator.

Back to Top