Accommodations
To prohibit discrimination on the basis of disability in all aspects of employment related activities as outlined in federal and state law.
The University of Kansas
Our goal is to endorse a campus climate that will sustain attention to the Americans with Disability Act in the spirit in which it was designed and provide the KU campus community a climate of inclusiveness.
ADA Resource Center for Equity and Accessibility
1246 W. Campus Road
Lawrence, KS 66045
785-864-4946
FAX: 785-864-5790
accessibility@ku.edu
In accordance with the Americans with Disabilities Act of 1990 (ADA), Section 504 of the Rehabilitation Act of 1973 and the University of Kansas Nondiscrimination, Equal Opportunity, and Affirmative Action Policies, the University of Kansas prohibits discrimination against an individual with a qualified disability.
Employment
The University of Kansas does not discriminate in employment against qualified individuals with disabilities in all employment related activities, including job application procedures, hiring, firing, advancement, compensation, job training and other terms, or conditions and privileges of employment.
Reasonable Accommodation
The University of Kansas makes every effort to assist applicants and employees who request a reasonable accommodation. Any individual who has been diagnosed with, has a history of medical care for, or is known to have a qualified disability may request a reasonable accommodation at any point. A qualified individual with a disability is an individual who, with or without reasonable accommodation, can perform the essential functions of the job.
The University is required to assist with an accommodation for the known disability of a qualified applicant or employee if it will not impose an "undue hardship" on the operation of the employer's business. The University is not required to lower quality or production standards to make accommodations, and the University is not required to provide personal items such as glasses or hearing aids. Each accommodation request is considered on a case-by-case basis.
Disability:
Americans with Disabilities Act of 1990 (42 U.S.C. 12102): means, with respect to an individual:
- A physical or mental impairment that substantially limits one or more of the major life activities of such an individual;
- A record of having such an impairment; or
- Being regarded as having such an impairment.
Major Life Activities:
Include but are not limited to,
- Functions such as caring for one’s self,
- Performing manual tasks, walking, seeing, hearing, speaking, sleeping, breathing, learning, and working.
- Qualified Individual With A Disability has the experience, education and/or training to perform the essential functions of a position (those duties for which the position was created), with or without reasonable accommodation.
- Reasonable Accommodation is a modification of a job or work environment in a manner that will enable a qualified individual with a disability to perform essential functions of the job.
Reasonable accommodations: Include, but are not limited to, making facilities accessible, adjusting work schedules, restructuring jobs, providing assistive devices or equipment, providing readers or interpreters, and modifying work areas.
Undue Hardship: Includes any action that is unduly costly, extensive, or disruptive. An employer is not required to make an accommodation if it would impose an undue hardship.
09/20/2024: Updated Human Resource Management (HRM) to Human Resources (HR).
07/18/2023: Updated broken links.
01/19/2023: Fixed broken link.
05/18/2021: Updated the Procedures link to working link.
11/29/2016: Moved policy to ADA & updated contact information.
08/31/2016: Updated DLR to 10/03/2015 per HR/Abby King to begin policy review process.
04/15/2016: Added related Workplace Accommodation Procedures link.
10/06/2015: Set links to open in new window.
09/11/2015: Updated title of policy, included definitions, updated policy forms, deleted policy statement and added new policy statement, added background information, updated related form.
08/31/2015: Updated contact information to HRM.
01/16/2015: Policy formatting cleanup (e.g., bolding, spacing).
06/2012: Changed contact to IOA.
