Contact

  • Mr. John Bowers, ADA Coordinator
  • Erik Ippel, EEO and Employee Relations

By Phone

  • 765-285-5163

By Email

By Fax

  • 765-285-5615

By Mail

Employee Relations
Administration Building (AD) 002
Ball State University
Muncie, IN 47306

In Person

Frank A. Bracken Administration Building, Room 002

Administration Building exterior

Meet the Employee Relations Staff

Resources

Accommodation Request Process

Step 1: Documentation

  1. To make a request for an Accommodation, the employee should First complete the Disability Accommodation Request Form.
  2. In order to consider the accommodation request University policy requires that current medical verification of the physical or mental disability be provided by the employee's attending physician.
  3. Have your healthcare provider complete and submit the Medical Verification - Physician's Statement Form.

Step 2: The Interactive Process

  1. Once all required documents have been received, the ADA coordinator will contact the employee to initiate the Interactive Process and schedule a meeting. 
    • During this meeting, the employee and ADA coordinator will discuss the accommodation request and review the employee's job description.
    • The employee and the ADA coordinator will discuss possible effective accommodations and discuss how they might be implemented. 
  2. The ADA Coordinator will reach out to the employees supervisor to discuss the request and to determine if the request will cause any undue hardship to the department.
    • The ADA Coordinator and supervisor will discuss how to implement the accommodation or brainstorm other possible accommodations that will satisfy the request.

Step 3: Approval and Implementation

  1. The ADA Coordinator will review each request on a case by case basis to determine if the request is reasonable.
  2. Upon approval, the ADA Coordinator will send a signed Authorization letter to the employee and the employees supervisor. 

Step 4: Monitor the Accommodation

  1. The ADA Coordinator will continue to monitor the effectiveness of the accommodation and follow up on any new requests.
  2. If the accommodation becomes ineffective, the interactive process will continue to determine if the employee is still considered qualified or, if the accommodation no longer possible. 

The Americans with Disabilities Act (ADA) protects people with disabilities from discrimination in several areas.

  • Access to state and local government programs
  • Public Accommodations
  • Communications
  • Transportation
  • Employment
  • A person with a disability is someone who:
    • Has a physical or mental impairment that substantially limits one or more major life activities
    • Is perceived by others as having such an impairment
    • Has a history or record of such an impairment
  • The U.S Department of Labor (DOL) Office of Disability Employment Policy (ODEP) offers resources to employers and covered individuals regarding reasonable accommodations, job applicants, and employees with disabilities.

 

The PWFA provides for reasonable accommodations for qualified applicants or employees who have known limitations. Under the PWFA, “limitations” are physical or mental conditions related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions.

Some examples of possible reasonable accommodations under the PWFA include:

  • Additional, longer, or more flexible breaks to drink water, eat, rest, or use the restroom;
  • Changing food or drink policies to allow for a water bottle or food;
  • Changing equipment, devices, or workstations, such as providing a stool to sit on, or a way to do work while standing;
  • Changing a uniform or dress code or providing safety equipment that fits;
  • Changing a work schedule, such as having shorter hours, part-time work, or a later start time;
  • Telework;
  • Temporary reassignment;
  • Temporary suspension of one or more essential functions of a job;
  • Leave for health care appointments;
  • Light duty or help with lifting or other manual labor; or
  • Leave to recover from childbirth or other medical conditions related to pregnancy or childbirth.

This list just provides some examples; many other reasonable accommodations may exist. Also, a worker may need different accommodations at different times during the pregnancy or after childbirth.