FAQ for the Disabled
Frequently Asked Questions from Faculty and Staff with
Disabilities
(source: http://www.usdoj.gov/crt/ada/q&aeng02.htm
)
Q What is the definition under the law of a person with
a disability?
A A qualified individual with a disability is a person who meets
legitimate skill, experience, education, or other requirements of
an employment position that s/he holds or seeks, and who can perform
the essential functions of the position with or without reasonable
accommodation. Requiring the ability to perform "essential"
functions assures that an individual with a disability will not
be considered unqualified simply because of inability to perform
marginal or incidental job functions. If the individual is qualified
to perform essential job functions except for limitations caused
by a disability, the employer must consider whether the individual
could perform these functions with a reasonable accommodation. If
a written job description has been prepared in advance of advertising
or interviewing applicants for a job, this will be considered as
evidence, although not conclusive evidence, of the essential functions
of the job.
Q What are reasonable accommodations?
A Reasonable accommodation is any modification or adjustment to
a job or the work environment that will enable a qualified applicant
or employee with a disability to participate in the application
process or to perform essential job functions. Reasonable accommodation
also includes adjustments to assure that a qualified individual
with a disability has rights and privileges in employment equal
to those of employees without disabilities.
Q What does it mean to self-identify?
A Federal contractors and subcontractors who are covered by the
affirmative action requirements of section 503 of the Rehabilitation
Act of 1973 may invite individuals with disabilities to identify
themselves on a job application form or by other pre-employment
inquiry, to satisfy the section 503 affirmative action requirements.
Employers who request such information must observe section 503
requirements regarding the manner in which such information is requested
and used, and the procedures for maintaining such information as
a separate, confidential record, apart from regular personnel records.
A pre-employment inquiry about a disability is allowed if required
by another Federal law or regulation such as those applicable to
disabled veterans and veterans of the Vietnam era. Pre-employment
inquiries about disabilities may be necessary under such laws to
identify applicants or clients with disabilities in order to provide
them with required special services.
Q Do I have to self-identify in order to be eligible for
reasonable accommodations?
A An employer is only required to accommodate a "known"
disability of a qualified applicant or employee. The requirement
generally will be triggered by a request from an individual with
a disability, who frequently will be able to suggest an appropriate
accommodation. Accommodations must be made on an individual basis,
because the nature and extent of a disabling condition and the requirements
of a job will vary in each case. If the individual does not request
an accommodation, the employer is not obligated to provide one except
where an individual's known disability impairs his/her ability to
know of, or effectively communicate a need for, an accommodation
that is obvious to the employer. If a person with a disability requests,
but cannot suggest, an appropriate accommodation, the employer and
the individual should work together to identify one. There are also
many public and private resources that can provide assistance without
cost.
Q What kinds of reasonable accommodations are available
to me?
A Examples of reasonable accommodation include making existing facilities
used by employees readily accessible to and usable by an individual
with a disability; restructuring a job; modifying work schedules;
acquiring or modifying equipment; providing qualified readers or
interpreters; or appropriately modifying examinations, training,
or other programs. Reasonable accommodation also may include reassigning
a current employee to a vacant position for which the individual
is qualified, if the person is unable to do the original job because
of a disability even with an accommodation. However, there is no
obligation to find a position for an applicant who is not qualified
for the position sought. Employers are not required to lower quality
or quantity standards as an accommodation; nor are they obligated
to provide personal use items such as glasses or hearing aids.
Q How do I get necessary accommodations at GSU?
A The first step is to identify your needs to your employer. If
you cannot work out appropriate accommodations, then take your concerns
to Human Resources, Affirmative Action, or the Ombuds Office.
Q Where can I go for more information?
A This website will take you to links on and off campus where you
will find additional information. You may address problems and concerns
to the Chair of the ADA Advisory Committee (contact Chair). You
may also take your concerns to the Provost’s office (contact
Provost). If you are still unable to find a resolution, you may
contact the State ADA Coordinator.
For more information contact the ADA
Information Line U.S. Department of Justice or ada.gov
800-514-0301 (voice)
800-514-0383 (TTY)
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