Human Resources Management Policy
Reasonable Accommodation under the Americans with Disabilities
NOTE: THIS POLICY, LIKE ALL OTHER
MUSC HUMAN RESOURCES POLICIES, IS NOT A CONTRACT OF EMPLOYMENT AND SHOULD
NOT BE RELIED UPON AS SUCH. THIS POLICY MAY BE CHANGED AT ANY TIME BY THE
MEDICAL UNIVERSITY OF SOUTH CAROLINA.
- It is the policy of the Medical University
to comply with the provisions of the Americans with Disabilities Act.
This prohibits discrimination against qualified individuals with
disabilities with regard to conditions and privileges of employment
and requires that reasonable accommodations be made for the known physical
and/or mental limitations of the qualified but disabled person.
- A qualified individual with a disability
is someone who, with or without a reasonable accommodation, can perform
the essential functions of the job the individual is seeking or now holds.
- The ADA protects an individual with a "physical
or mental impairment that substantially limits one or more major life
activities," anyone with a "record of such impairment"
and "anyone regarded as having such an impairment." Therefore,
the Act protects persons with obvious physical disabilities as well as
persons with less obvious ones such as hearing impairments and learning
disabilities (e.g. dyslexia).
- Reasonable accommodation is defined
as a modification or adjustment to a job, the work environment or the
way things are customarily done that will enable a qualified individual
with a disability to perform the essential functions of the position and
enjoy equal benefits and privileges of employment. Possible accommodations
include, raising the height of a desk, purchasing a special telephone
or chair, offering a modified work schedule, assigning marginal duties
to another employee or transferring an employee to a vacant position.
The following procedures will be used to request
a reasonable accommodation.
- An individual who is requesting an accommodation
should use the Application for Reasonable Accommodation Form to
initiate a request. He or she must submit medical documentation of functional
limitations with the request. The medical documentation can include recommendations
for accommodating the functional limitations of the individual.
- The individual completes items 1 through 13
and then gives it to the supervisor/manager of the work area.
- The supervisor/manager completes items 14
through 17 after reviewing the reasonableness of the requested action
and any alternative solutions. The requested accommodation may be such
that resources from outside the department may be required. In such cases,
the supervisor or the department head should coordinate the requirement
with those whose support is necessary. The application will then be given
to the department head for final disposition.
- The department head will review what has been
proposed and determine if it is a reasonable accommodation or whether
the proposal would create an undue hardship on the department. The department
head may either accept, modify, or reject the accommodation that has been
requested. After completing items 18 through 22, the department head will
forward the form to the individual.
- The individual should complete items 23 through
25. If the individual disagrees with the solution that has been proposed,
a written appeal can be sent to the Director, Department of Human Resources
- When all action has been completed on a particular
case, the application with attachments should be forwarded to the Director,
Department of Human Resources Management.
Robert C. Gallager
Vice President for Finance &