Provide Information About your Disability to the ADA Coordinator
It is recommended that the employee submit two forms:
- ADA-001: Request for ADA Eligibility and Accommodations, to be completed online by the employee;
- ADA-002: Documentation of Disability; this form can be submitted as an attachment to the ADA-001 form. The ADA-002 should be completed by an appropriate diagnosing professional.
After the ADA coordinator receives adequate information about the disability, the coordinator will make an eligibility determination (i.e., whether the employee is eligible or not for protection under the ADA). Either way, the employee will receive a letter regarding eligibility status. If an employee believes they have already provided adequate information to another office at NC State (e.g., Leave Administration or a supervisor), they should let the ADA coordinator know. The ADA coordinator will review the existing documentation and inform the employee as to whether any additional information is needed. Medical information provided to the ADA coordinator is kept confidential.
Procure an Accommodations Meeting
If you are eligible and interested in pursuing workplace reasonable accommodations, we will schedule a meeting for the employee, the employee’s supervisor and the ADA coordinator.
During the meeting, participants will discuss:
- the employee’s essential job functions;
- the employee’s functional limitations;
- ideas for reasonable accommodations.
At no point in the meeting are diagnoses disclosed unless disclosure is initiated by the employee. The goal of the meeting is to come to an agreement, through an interactive process, on reasonable accommodations for the workplace. More than one meeting may be required. The agreement, completed on the ADA-005 form, serves as a starting point for accommodations. If at any point, you or your supervisor find that the accommodations are not serving the purpose adequately, you or your supervisor may request a meeting to revisit the accommodations agreement.
An accommodation does not necessarily have to be exactly what the employee requested or had in mind, as long as the accommodation offered is a reasonable alternative. According to the Americans with Disabilities Act, to be “otherwise qualified” for one’s position, an employee must be able to perform their essential job functions with or without an accommodation. If, through the interactive process, it is determined that no reasonable accommodations are available, the employee may no longer be otherwise qualified for the position.
The following terms and definitions may be helpful.