Accommodation Request Procedure

Procedure for Requesting Reasonable Accommodation by a Qualified Individual with a Disability under University Policy and the ADA

1. Any qualified individual employed at Boise State University with a disability who needs to have a disability reasonably accommodated must complete the Request for Reasonable Accommodation and the Authorization For Limited Release Of Medical Information.
2. The employee may request the necessary paperwork from Human Resource Services to complete and sign.  The completed form will automatically be sent to hrfmla@boisestate.edu. The employee should schedule a meeting with hrfmla@boisestate.edu for this purpose.
3. If an employee makes a verbal request for accommodation to a supervisor, unit/department head, or other administrator, that individual should refer the employee to hrfmla@boisestate.edu and notify the Director of the employee’s department of the referral. The employee will be provided with a Request for Reasonable Accommodation form and be asked to complete, sign and date it.
4. A most recent job description or PDQ will be reviewed to determine the essential job functions and assess the need for reasonable accommodation. The supervisor and/or unit head, in cooperation with the employee, may be asked to complete these forms when necessary. The University will prepare a physical or cognitive analysis of the employee’s position. This job analysis evaluates the physical or cognitive requirements and identifies essential job elements. Essential elements are those that the employee must be able to perform, with or without accommodation. They cannot be removed from the position without changing its nature. Duties that are not essential may be modified, eliminated, replaced or restructured as part of the accommodation process.
5. The ADA Request form will ask the employee to provide a signed release form and contact information for his/her physician. The Physician will receive a letter from the University, including the job analysis information, requesting information about the nature of the impairment/disability and the health care provider’s opinion of the employee’s ability to perform the essential functions of the job, the expected duration of the disability and recommendations for possible accommodations. It is the employee’s responsibility to ensure that this information is obtained from the health care provider in a timely manner. Occasionally the University may determine that an independent medical assessment is necessary. If that is the case, the University pays for the examination.
6. Upon receipt of the requested information from the Physician, the ADA committee will convene a meeting to discuss the request and possible reasonable accommodation options. The ADA committee will, in consultation with the requesting employee and department Director, determine if accommodation is appropriate and what constitutes a reasonable accommodation.
7. If it is determined that a reasonable accommodation is warranted, an accommodation plan will be developed and implemented. The proposed accommodation plan will be reviewed as specified on the approval letter to insure the accommodations are appropriate and to determine if any changes need to be made.
8. If the employee does not believe that he or she has been treated fairly during this process or that the accommodation plan is not reasonable or does not reasonably accommodate their disability, s/he may file a discrimination complaint with the University Non-discrimination and Affirmative Action Committee.

To see the University’s Anti-Harassment Policy go to Non-Discrimination and Anti-Harassment (Policy 1060)