The components of the interactive process are outlined below as a general guide. Please note there is no standard set of accommodations for a specific disability. Disability is complex and the way individuals experience and are impacted by disability varies. In addition, there are many different types of work performed in LSA. Reasonable accommodations are determined on a case-by-case basis.
Determination of Disability under the ADA
Once an employee submits their request through Accommodate, the Disability Equity Office will collect any required medical documentation* and determine whether an employee is eligible for accommodations under the Americans with Disabilities Act.
*Employees may be asked to have a medical provider submit supporting documentation. For the scope of information requested, review the Accommodation Medical Request Form.
Medical documentation will be stored in a secure central system (Accommodate) that is separate from the employee’s personnel records. Information contained in medical documents is only shared on a "need-to-know" basis (review confidentiality details). This does not prevent employees with disabilities from self-disclosing information about their disability or accommodations if they so desire.
Intake Meeting
If determined to be eligible for disability accommodations, the employee will schedule an intake meeting with a Disability Navigator. Employees are welcome to bring a support person to this meeting and should request accommodations that will enable full participation.
During the intake meeting, the Navigators will:
- Review the stages of the interactive process
- Review the role of the employee and the employer in the interactive process
- Review the information provided by the employee about their essential functions (tasks of their job), the disability-related substantial limitations experienced by the employee, and any barriers to access in the workplace
- Review any requested accommodations to be proposed to the employees’ unit
Identification of Reasonable Accommodations
Our objective in the interactive process is to identify reasonable accommodations that will effectively meet the needs of the employee and the employer. Under the ADA, reasonableness is informed by factors including (but not limited to): available resources, applicable laws and regulations, essential job functions, and impact on college/university operations.
The following sources may inform effective and reasonable accommodations for an employee:
- The employee
- The employee’s medical provider(s)
- The expertise of the U-M Accessibility Specialists, LSA Disability Navigators and/or Disability Equity Office
- U-M subject matter experts (e.g., LSA Facilities & Operations, LSA Technology Services, U-M Assistive Technology Specialists, Faculty and Staff Counseling and Consultation Office, MHealthy Medical Ergonomics Program, Work Connections)
- The employee’s supervisor or unit leadership
- LSA Human Resources
Accommodations may be considered unreasonable if they: (1) would impose an undue burden, (2) would pose a direct threat to health or safety or (3) would require the modification of essential functions of a job or fundamental requirements of a program.
While the Disability Navigators and Disability Equity Office are not confidential resources, they will only share information regarding limitations and reasonable accommodations needs with campus partners on a need-to-know basis to ensure effective implementation of the identified reasonable accommodations. For example, if an employee has a migraine condition and needs the lights over their workspace dimmed, they may ask LSA Facilities to visit the employee in the workspace to determine the amount of dimming required and the best way to accomplish dimming. The Disability Navigators would not share the employee's diagnosis, just the need.
Review of Potential Accommodations
Identified potential accommodations will be reviewed with the employee. Employees are not obligated, or required, to accept an accommodation that has been offered. An employee can reject an accommodation or request to explore alternative accommodations as part of the interactive process.
Implementation
The Disability Navigators will oversee the implementation of reasonable accommodations accepted by the employee. If the employee has questions about the status of an accommodation, they can check in with the Disability Navigators at any time.2
Follow Up
Accommodations can be reviewed at any time if the employee or the employer (the employee’s unit) have concerns related to effectiveness or reasonableness.
