A reasonable accommodation is a modification to an application process, work environment, or the way work is typically performed that enables a disabled or pregnant employee to have equal access to their workplace and job responsibilities. Personal items or devices (e.g., glasses, hearing aids, wheelchairs) are not considered reasonable accommodations under this definition.

Reasonable accommodations are typically funded centrally through the department. OAS does not cover the cost of temporary employees or other staff hired to perform the essential functions of an employee’s position if the employee is temporarily or permanently unable to do so, as this is not considered a reasonable accommodation.

The following examples illustrate situations that may warrant accommodations. If it is standard practice within your department to approve certain types of requests (e.g., remote work, additional leave, or light-duty assignments), you may approve these requests without referring the employee to the OAS. However, before denying such a request, the employee should be referred to the OAS for consultation.

• “I have exhausted all of my Family and Medical Leave, but my doctor has not cleared me to return to work. I need an additional month of leave.”
• “My doctor has cleared me to return to work after my shoulder surgery, but I am unable to lift 20 pounds for the next six weeks.”
• “I recently started using hearing aids, but I am still struggling to hear clearly during calls on my office phone.”
• “I’m finding it difficult to attend meetings across campus due to arthritis.”
• “Due to health concerns, I would like to work from home once a week.”

• Assistive Technology
• Modifications to Classroom or Workspaces
• Communication Access (ASL interpreting, captions, or transcripts)
• Job Restructuring or Light-Duty Assignments
• Leave of Absence
• Reassignment to a Vacant Position
• Service Animals on Campus