Frequently asked questions

Who should I contact if I have questions or if I am experiencing issues with accessibility at my location?

Anyone who has questions or concerns relating to disability access for programs and services at their location is encouraged to reach out to any of the following offices as applicable:

Is disability a protected category included under the Anti-Discrimination Policy?

Yes, disability is a protected category, and discrimination, including failure to accommodate and harassment, is covered under the Anti-Discrimination Policy.

Are faculty required to act based on a request by a student with a disability for reasonable accommodation in academic programs and services?

Faculty should refer students who request a reasonable accommodation (or imply a potential need for accommodation) to the location’s Disability Student Services program to review the student’s eligibility for academic modifications. That office will review the student’s eligibility for accommodation and provide the student and faculty support to ensure the appropriate facilitation of any approved reasonable accommodation. If faculty believe an accommodation request by be a fundamental alteration or undue burden, they should contact the Student Disability Service Program immediately.

When is it appropriate to share information I received about an individual’s disability with others?

It is important to ensure confidentiality of any information regarding an individual’s disability or any approved reasonable accommodation. However, limited information may be shared on a need-to-know basis with individuals responsible for implementing the accommodation.

What disability related information will the Student Disability Services program or Disability Management Program (employees) share with faculty or supervisors/managers?

The Student Disability Services program and/or Disability Management Services office at each location will generally not share detailed information about an individual’s disability (e.g., diagnosis or medical documentation) with faculty or managers. However, the offices may share limited information as to the individual’s functional limitations (e.g., difficulty with reading, seeing, hearing, concentrating, lifting, etc.) to review and facilitate any accommodation requests in conjunction with faculty and managers, as necessary, on a case-by-case basis.

What constitutes Discrimination on the basis of disability covered under the Anti-Discrimination Policy?  

Discrimination on the basis of disability can take a variety of forms, including adverse or unequal treatment under University authority that unreasonably denies, limits, or materially interferes with an individual’s ability to participate in University programs, activities, or employment or to receive University services, benefits, or aid or failure to provie reasonable accommodations to individuals when required by law.

For example, individuals might experience a barrier to access a University program or activity because of inaccessible "brick and mortar" facilities, digital content, or mobile applications. Students may not have an equal opportunity participate in an academic program without appropriate academic adjustments or auxiliary aids and services and/or reasonable modifications to a policy, practice, or procedure; employees may not have an equal opportunity to participate in the workplace without reasonable accommodations; or patients or their companions may require auxiliary aids and services and/or reasonable modifications to policy, practice, or procedure to participate in medical treatment. Also, individuals may experience Harassment based on disability as defined in the A-D Policy. Individuals who believe they may have experienced Discrimination or Harassment on the basis of disability may contact their Local Implementation Officer to learn more about resolution options under the A-D Policy, including Formal Investigation and Alternative Resolution, and support services available to them.

How does the Anti-Discrimination Policy interact with other existing policies and procedures related to disability discrimination?

Individuals may choose to file a complaint under the Anti-Discrimination Policy for Discrimination or Harassment on the basis of disability with their Local Implementation Officer, or they may choose to proceed according to other existing campus/location procedures related to informal resolution, reporting, or appeals the location makes available. The University encourages individuals to engage in early resolution processes that campuses make available to resolve specific concerns regarding disability-related claims as they may provide for a timely resolution of the concern(s). For specific information about other policies and procedures related to discrimination on the basis of disability, please refer to the Guidelines Applying to Nondiscrimination on the Basis of Disability (PACAOS 140), Personnel Policies for Staff Members 81 (Reasonable Accommodation), and Academic Personnel Manual - 711 (Reasonable Accommodation for Academic Appointees with Disabilities), as well as local campus resources. Employees may also contact their campus Disability Management office and students may contact their campus Students with Disabilities Services office, and individuals may also contact their campus ADA Coordinator for additional information.

Is pregnancy considered a disability?

No, a healthy pregnancy is not considered a disability; however, conditions caused by or related to a pregnancy may be a disability if the condition substantially limits (students) or limits (employees, including student employees) one or more major life activities. Moreover, individuals with a healthy pregnancy and or pregnancy-related conditions that do not qualify as a disability may be entitled to reasonable modifications through their campus Title IX Office. Individuals may contact their location Students with Disabilities Services or Disability Management office (employees) and/or their location Title IX Officer for additional information.