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Employee Disability Accommodations


Americans with Disabilities Act Policy statement relating to individuals with disabilities

The University of Massachusetts Chan Medical School is firmly committed to providing full access to individuals with disabilities. In so doing, UMass Chan intends to fully comply with the Americans with Disabilities Act Amendment Act (ADAAA) of 1990 and 2008, EEOC guidelines, and UMass Chan Human Resources policies. Policies and procedures are in place to ensure that individuals with disabilities do not experience discrimination in any way, whether they are applicants, students, staff, faculty, visitors, volunteers, or vendors. The Director of Accommodation Services, working in conjunction with the Department of Human Resources  develops policies, procedures and training programs to ensure that UMass Chan complies with all applicable federal and state regulations relating to individuals with disabilities.


To Request Reasonable Workplace Disability Accommodations

  1. The employee will complete the Employee ADA Accommodation Request (Forms Section) and contact the Director of Accommodation Services. Katrina.Durham@umassmed.edu  
  2. The Director of Accommodation Services will request that the employee provide documentation from their provider to verify their diagnosis/disability. The employee is responsible for providing this documentation directly to Accommodation Services.   All employee accommodation files are kept in a secure location, separate from official personnel or HR files. The employee is not required to provide supervisors/department heads with any specific information pertaining to their disability. However, supervisors and department heads are entitled to information regarding your approved reasonable accommodations.
  3. The Director of Accommodation Services hosts an interactive meeting with the employee  and the employee’s manager to discuss their request for a workplace accommodation, without disclosing any diagnostic disability information.
  4. A reasonable accommodation is provided;

    • when an applicant with a disability needs an accommodation to have an equal opportunity to compete for a job;
    • when an employee with a disability needs an accommodation to perform the essential functions of the job or to gain access to the workplace; and
    • when an employee with a disability needs an accommodation to enjoy equal access to benefits and privileges of employment (g., productivity tools, trainings, company sponsored events).
  5. The Director of Accommodation Services is responsible for initiating the interactive process with the person who requests an accommodation, to involve only those who are necessarily involved to insure an effective and timely accommodation is provided.  They also must inform the employee or applicant of the outcome of their request.