WORKPLACE ACCEssibility REsources

West Virginia State University is committed to providing reasonable accommodations to ensure employees with qualifying disabilities enjoy seamless access to employment opportunities.
 

Disability and Accessibility Resources in collaboration with Human Resources partners with employees and departments throughout the interactive process.
 

STUDENTS WITH PAID EMPLOYMENT AT WVSU

Students with paid employment at West Virginia State University who wish to explore reasonable accommodation within their employment should follow the process outlined below for Faculty, Staff and other employees.
 

For academic, housing or other accommodation requests students should contact Student Accessibility Resources to initiate the reasonable accommodation exploration process. 

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Requesting a workplace accommodation

The Director of Disability and Accessibility Resources has been designated as the Disability Program Manager (DPM) to oversee the Workplace Accessibility Resources program for employees throughout the institution.  This includes all faculty, staff and student employees of WVSU and the WVSU Research and Development Corporation.  All requests for reasonable accommodation will be handled and determined by the DPM. When the disability and/or the need for accommodation is not obvious or already known, the DPM will request medical information to support the need for accommodation. Only the DPM may determine whether medical information is needed, may request such information from the requester and/or the appropriate health professional, and will be the sole repository for such information.  The DPM is vested with the authority to determine what accommodations are reasonable and are to be implemented by the employing unit.
 

If you are an employee in need of an adjustment or change to your job or to enjoy an employment benefit for a reason related to your own disability:
 

1. Make the request for accommodation known.  The preferred way to do so is to complete the Request for Accommodation form

The next steps depends on whether or not the disability and/or the need for accommodation is obvious or already known.  If yes, then a meeting will be scheduled to discuss the requested accommodation(s).  If no, then the following steps must taken:
 

1. Sign the Accommodation Request Medical Certification.
2. Have your health care provider complete the Accommodation Request Medical Certification or they can submit a letter answering the same questions as on the certification form.
3. Submit/Return the forms to Disability and Accessibility Resources for review. The medical certification can be submitted securely online by using this link for Online Documentation Submission.

Employing Unit: If an employee makes a reasonable accommodation request to a supervisor, manager, and/or human resources professional, the request should be forwarded to Disability and Accessibility Resources immediately.  

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What is an accommodation?

 

A reasonable accommodation is a modification or adjustment to a position, an employment practice, or the work environment that makes it possible for a qualified individual with a disability to perform the essential functions of the position. An accommodation is not considered reasonable if it removes essential functions of the employee’s job.

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INTERACTIVE PROCESS OF ACCOMMODATIONS

 

Once notification of an accommodation need and/or documentation of a disability has been received, the staff of Disability and Accessibility Resource will:

1. Receive and evaluate the employee’s documentation of a disability.
2. Obtain informaion which may include a current job description and/or PIQ from the supervisor or human resources.
3. Conduct discussions with the employee, the supervisor and appropriate administrators, to determine whether the employee satisfies the requisite skill, experience, education and other job-related requirements, and performs the essential functions of the position, with or without reasonable accommodation.
4. Determine if the employee can or cannot meet a specific job-related duty due to the disability. The employing unit must be able to demonstrate that the specific duty is “job-related and consistent with business necessity.”
5. Engage in interactive communication with all parties to determine whether there are reasonable accommodations to enable the employee to perform the essential functions of the job, or to meet job-related requirements, unless the accommodation would impose an undue hardship.
6. If an accommodation is appropriate and agreed upon, all parties (employee, supervisor, medical management, administrators, etc.) will be advised, and accommodation will take effect. Email, memos and/or letters documenting accommodation will be completed and distributed.
7. If an accommodation is not available or reasonable, the employee will be notified of the exact nature of the denial and given the opportunity to submit additional information.

Some disabilities do not need accommodation. For example: an employee has a disability with a 10 lb. lifting restriction and has asked for an accommodation. The position does not require lifting. A meeting is held with the supervisor and the employee so that everyone understands that the job does not require lifting and the employee cannot be required to lift items over 10 lbs. The institution will not provide the employee with an accommodation as there is no need to do so. However, the staff with Diability and Accessibility Resources will work with the parties to facilitate and resolve issues such as the one noted above.