University Staff Disability Accommodations

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Policy Number:

UW-144

Responsible Office:

Office of Human Resources

University Policy

Definitions:

Disability

Americans with Disabilities Act of 1990 (42 U.S.C. §12102): “Disability” means, with respect to an individual:

• A physical or mental impairment that substantially limits one or more of the major life activities of such an individual;
• A record of having such an impairment; or
• Being regarded as having such an impairment.

State Fair Employment Act (Wis. Stat. § 111.32): An individual with a disability:

• Has a physical or mental impairment which makes achievement unusually difficult or limits the capacity to work;
• Has a record of such an impairment; or
• Is perceived as having such an impairment.

Major life activities

Include, but are not limited to, functions such as caring for oneself, performing manual tasks, walking, seeing, hearing, speaking, sleeping, breathing, learning, and working.

Qualified individual with a disability

A person who has the experience, education, and/or training to perform the essential functions of a position (i.e., those duties for which the position was created), with or without reasonable accommodation. Reasonable Accommodation is a modification of a job or work environment in a manner that will enable a qualified individual with a disability to perform essential functions of the job.

Reasonable accommodations

A modification of a job or work environment in a manner that will enable a qualified individual with a disability to perform essential functions of the job. Reasonable accommodations include, but are not limited to, making facilities accessible, adjusting work schedules, restructuring jobs, providing assistive devices or equipment, providing readers or interpreters, and modifying work areas.

Undue hardship

Any action that is unduly costly, extensive, or disruptive. An employer is not required to make an accommodation if it would impose an undue hardship.

Policy:

1. Policy Detail

   1. It is the policy of UW–Madison to provide reasonable accommodations for qualified individuals with disabilities who are employees or applicants for employment.
   2. UW–Madison will adhere to all applicable federal and state laws, regulations, and guidelines with respect to providing reasonable accommodations as required to afford equal employment opportunity to qualified individuals with disabilities.
   3. Employing units/departments will provide reasonable accommodations in a timely manner.
   4. Employment opportunities will not be denied because of the need to make reasonable accommodations.

2. Campus Contacts

Divisional Disability Representative (DDR): Each dean/director has appointed a DDR to respond to disability-related employment matters in the workplace. DDRs are responsible for making decisions regarding requests for disability accommodation and medical leave.

Contact information for DDRs is available online.

Employee Disability Resources (EDR) Office: The EDR Office serves as the campus-wide hub for information on the disability accommodation process for employees and job applicants. It offers essential information, consultation, education and referral services to employees, job applicants, DDRs, supervisors, and others at any point in the accommodation process to ensure compliance with federal/state laws and university policy and to help minimize barriers in the workplace.

Contact information:
Employee Disability Resources (EDR) Office
186 Bascom Hall
608-263-2407 or employee.access@wisc.edu

ADA Coordinator: The Chancellor has appointed the ADA Coordinator to be responsible for campus-wide compliance with the ADA. The ADA Coordinator reviews appeals of disability accommodation decisions.

Contact information:
Office of Compliance
361 Bascom Hall
608-265-4508, or ada_coordinator@wisc.edu
compliance.wisc.edu/ada/

Procedure:

1. University Staff

   1. Notice

      Employees will be informed about their right to request reasonable accommodations:

      • in the job posting;
      • in the letter of appointment;
      • by periodic university communications;
      • on various university websites.

   2. Informal procedures to request accommodations

      An employee may elect to request accommodations informally or formally. Employees are encouraged to use informal procedures whenever possible.

      To request an accommodation informally, a university staff member discusses the need for accommodation with their immediate supervisor, principal investigator, department chair, program director, or DDR. The employee or employing unit may contact Employee Disability Resources for advice and information without initiating formal accommodation procedures.

      If an informal request is approved, the department or unit should inform the DDR. The DDR will report the accommodation to Employee Disability Resources using the University Staff Disability Accommodation Request Form. The completed form may be submitted without identifying the employee’s name or disability.

      If the department or unit wishes to modify or deny an informal request, or the issues are not straightforward, the formal process should be used.

   3. Formal procedures to request accommodations

      Formal procedures should be used when accommodation issues are complex, when a department wishes to modify or deny an informal request for accommodation, or when informal procedures have been exhausted.

      To request an accommodation formally, a university staff member submits a University Staff Disability Accommodation Request Form to their DDR.

      1. The process

         1. An employee, employing unit, or DDR may consult Employee Disability Resources for guidance and assistance at any time during the process.
         2. An employee who wants to request an accommodation completes the University Staff Disability Accommodation Request Form and gives it to their DDR. The DDR will then contact the supervisor, department chair, or unit director to make an initial decision to approve, modify or deny the request.
         3. If the request is approved, the DDR will notify the employee of the decision by providing a copy of the completed request form. The DDR will forward the original form to Employee Disability Resources and file a copy in the division’s confidential medical records files.
         4. Before deciding to modify or deny the request, the DDR must consult Employee Disability Resources.
         5. If the request is modified or denied, the DDR will notify the employee of the decision by providing a copy of the completed request form and a copy of the Appeal Process (described in Part VII of this policy). The DDR will forward the original form to Employee Disability Resources and file a copy in the division’s confidential medical records files.
         6. The university will make a good faith effort to approve, modify or deny an accommodation request within 30 calendar days of the DDR’s receipt of the request form.

      2. Policies and guidelines

         1. An employee may be required to provide verification of a disability and accommodation recommendations from a treating specialist. The employee must bear the initial cost of verification. (This may be covered by the employee’s health insurance.) If UW-Madison requests a second opinion, the university will bear the cost.

            NOTE: All medical information obtained throughout the determination process is considered a “confidential medical record.” It must be solicited and received by the DDR, who will provide only information about necessary restrictions and accommodations to managers and supervisors. All medical information and the completed University Staff Disability Accommodation Request Form will be kept by the DDR in the division’s confidential medical records files, separate from personnel records.

         2. The following questions should be considered when determining reasonableness:
            • Are the job functions for which the accommodation is required essential to the overall performance of the job?
            • Is the applicant or employee otherwise qualified to perform the essential job functions?
            • Does the accommodation accomplish the desired result (i.e., does it allow the individual to perform the essential functions of the job effectively)?
            • Are there other accommodation options that will allow the individual to perform the essential functions of the job?
            • Will the accommodation adversely affect the productivity or work environment of other employees in the work unit?
            • Will the accommodation be unduly disruptive to the department, unit, school, college, or division?
         3. As a general rule, the department, unit, school, or college will purchase equipment only if it is determined that the use of the equipment is necessary in transaction of the official business of that department, unit, school, or college. The equipment may not be of a personal nature (for example, eyeglasses, hearing aids) which the employee reasonably can be expected to provide.
         4. When a requested accommodation is outside the department’s responsibility (e.g., general facilities modification, parking), Employee Disability Resources receives and reviews the request with the DDR and the Facilities Planning & Management ADA Contact. If the request is deemed reasonable, FP&M procedures will be followed.
         5. When a requested accommodation involves employment-related travel, Employee Disability Resources receives the accommodation request, verifies that appropriate procedures are followed, and notifies pre-audit of approved requests.
         6. The employee will always be the primary person consulted when determining the most appropriate accommodation. Employees may provide or arrange for their own accommodations; however, the procedures in these policies and guidelines must be followed (approval, completed form). This gives documentation of accommodations and ensures that the accommodations are not disruptive to the workplace.
         7. After an accommodation is provided, the employee and their supervisor shall evaluate the effectiveness of the accommodation, consulting with Employee Disability Resources as necessary. If modifications to the accommodation are needed, they should be requested using the formal procedures outlined in this policy.
         8.  If a university staff member acquires a disability and the university is not able to make reasonable accommodation that allows the individual to continue in their current position, the university will explore possibilities for employment in other positions through UW-143 Reassignment as an Accommodation. The movement to another position may be a transfer, a demotion, or change to part-time employment. It may be necessary to place the individual on leave during the explorations if they cannot be accommodated in the current, or a temporary, position. If good faith efforts do not result in a reassignment, which may be at a comparable, lower level, or part-time position, it will be necessary to terminate the individual’s employment with the university. 

2. Applicants

   1. Notice

      All applicants who are invited for interviews will be informed of the UW-Madison policy to provide reasonable accommodations for applicants and employees with disabilities. They will be informed that they can request accommodations for interviews and how to make the request.

   2. Employment decisions

      1. Qualified applicants cannot be denied employment solely on the basis of a need to provide a reasonable accommodation.
      2. An applicant who has received a job offer and who needs a disability accommodation should request the accommodation by submitting a University Staff Disability Accommodation Request Form to the employing unit’s DDR. If the applicant’s disability cannot reasonably be accommodated, the offer can be rescinded.

3. Funding

   Financial responsibility for providing reasonable accommodations (other than barrier removal projects) belongs to the employing unit. If the employing unit does not have the financial resources to provide reasonable accommodations from its own budget, the dean or director of the school/college/division should be consulted.

4. The appeal process

   Applicants do not have access to this process but may follow external complaint procedures (Wisconsin Workforce Development, Equal Rights Division; federal Equal Employment Opportunity Commission).

   An employee who disagrees with a disability accommodation request decision may appeal the decision using the following procedure.

   1. The employee must file a written appeal, stating the reasons for the disagreement, with the UW-Madison ADA Coordinator within 30 calendar days of the date of the decision as shown on the University Staff Disability Accommodation Request Form. The employee shall send copies of the appeal to the DDR and the employing unit. The DDR will notify the dean or director and Employee Disability Resources of the appeal.
   2. The ADA Coordinator will reevaluate the decision and consider any additional information or statements supplied by the employee, as well as additional information from treating specialists. The ADA Coordinator may consult with Employee Disability Resources and staff from other agencies, taking care to provide confidentiality for the employee.
   3. The ADA Coordinator shall review the record of the accommodation request and make a final decision regarding the appeal.
   4. The ADA Coordinator shall provide written notification of the appeal decision within 30 calendar days to the employee, employing unit and DDR. The DDR will notify the dean or director and Employee Disability Resources. If the 30 calendar day time limit cannot be met, the ADA Coordinator will inform the employee, the employing unit and DDR of an alternative time limit, not to exceed an additional 60 calendar days. The DDR will apprise the dean or director and Employee Disability Resources.
   5. This is the final internal appeal process for disagreements regarding accommodation requests.

5. Other complaints

   Nothing in this policy should be construed to impede or prohibit a timely filing of a discrimination complaint with the appropriate external government agency (Wisconsin Workforce Development, Equal Rights Division; federal Equal Employment Opportunity Commission). This procedure also does not prohibit a timely filing of an internal discrimination complaint, unrelated to a request for an accommodation, with Employee Disability Resources.

Related UW-Madison Policies:

UW-142 Academic Staff Disability Accommodations

UW-143 Reassignment as an Accommodation 

UW-149 Faculty Disability Accommodations

 

 

Related UW–Madison Documents, Web Pages, or Other Resources:

Divisional Disability Representative (DDR) Contact Information

Employee Disability Resources

University Staff Disability Accommodation Request Form

 

External References:

42 U.S.C. § 12102, Americans with Disabilities Act of 1990

ADA Amendments Act of 2008 (Public Law 110-325)

Wisconsin Fair Employment Law (Wis. Stat. § 111.32)

Policy Administration

Approval Authority:

Vice Chancellor for Finance and Administration

Policy Manager:

Associate Vice Chancellor/Chief Human Resources Officer

Contact:

Director of Employee Disability Resources -- Barbara Lanser, employee.access@wisc.edu, (608) 263-2407

Effective Date:

07-01-2015

Revised Dates:

02-20-1996, 02-11-1999, 05-13-2005, 02-15-2013, 04-02-2026

Retrieved:

04-08-2026 01:34:17