Clink on any of the links below to find out more about disability access at UMKC:
I am an employee with a disability. What are my options?
We provide consultation related to disability accommodations in the workplace for all employees, including student workers, graduate assistants, staff, faculty, and administrators, inclusive of all part-time, full-time, regular, temporary, and probationary employees, as well as all applicants for employment. For questions related to workplace accommodations or to request a consultation, visit Employee Disability Consultation & Accommodations (link).
What are “reasonable accommodations” in the workplace?
A reasonable accommodation is any change to the application or hiring process, to the job, to the way the job is done, or the work environment that allows a person with a disability who is qualified for the job to perform the essential functions of that job and enjoy equal employment opportunities. Accommodations are considered “reasonable” if they do not create an undue hardship for the employer or a direct threat to others.
What is an “undue hardship” and how may it alter or affect an accommodation plan?
From the Equal Employment Opportunity Commission: It is not necessary to provide a reasonable accommodation if doing so would cause an undue hardship. Undue hardship means that an accommodation would be unduly costly, extensive, substantial or disruptive, or would fundamentally alter the nature or operation of the University. Among the factors considered in determining whether an accommodation is an undue hardship are the cost of the accommodation, the number of employees, the University’s financial resources, and the nature and structure of the operations of the department/unit and the University itself. If the University believes a specific accommodation would cause undue hardship, we will attempt to find a reasonable alternative.
What may be considered a reasonable accommodation by the University?
UMKC may consider a number of possibilities in making accommodations, taking into consideration the preferences of the employee and the needs of the department and University.
Possible accommodations may include:
- modifying work schedules or supervisory methods
- granting breaks or providing leave
- altering how or when job duties are performed
- removing and/or substituting a marginal function
- changing workspace setup or location
- providing assistive technology, including information technology and communications
equipment or specially designed furniture
- providing accessible parking
- providing materials in alternative formats (e.g., Braille, large print)
What are “essential functions” of a job?
Essential functions are job duties that are fundamental to the position; they are the reason the job exists. Some of the factors for determining essential functions of a job include 1) whether the position exists specifically to perform these essential functions, 2) the number of other employees who are available to perform the same job duties, and 3) the expertise or skills required to perform the essential functions.
I’d like to learn more; what resources are available?
The resources listed below are for educational purposes only. If you have questions about your personal situation, please submit a consultation (link) or contact Employee ADA Specialist.
For more on employee disability accommodations:
- JAN: Employees’ Practical Guide to Requesting and Negotiating Reasonable Accommodation Under the ADA (link)
- Holland & Hart: ADA Flow Chart (link)
- JAN: Accommodation Flow Chart (link)
- Workplace Accommodations: Tips (link)
- JAN: Accommodation and Compliance Series: Interactive Process (link)
- JAN’s Searchable Online Accommodation Resource (link)
- JAN: What Does “Reasonable” Mean? (link)
- DOE: Disability Employment 101: Appendix IV (link)
- EFMP: Employee and Employer Rights and Responsibilities Under the Americans With Disabilities Act (link)
- ADA National Network: An Employee View of the Changes from the ADA Amendments Act (link)
- EEOC: Disability Discrimination (link)
For more on various accommodations by medical condition/disability:
- JAN’s A-to-Z of Disabilities and Accommodations (link)
- Autism – To Tell or Not to Tell: Disclosing a Disability in the Workplace (link)
- Service Animals as an Employment Accommodation (link)
- Neurodiverse Employees May Need Accommodations for Remote Work (link)
- Mental Health Conditions in the Workplace and the ADA (link)
- The ADA, Addiction, Recovery and Employment (link)
I know of a barrier to accessing areas on campus or a barrier related to enjoying or participating in campus events and activities. How do I report it?
To report concerns related to access to campus buildings and public spaces or to inquire about access services related to campus events and activities, visit Disability Access (link). Examples of barriers may include non-functioning elevators; inaccessible websites, forms, or documents; a damaged access ramp or curb cut; a video without captions; absence of a sign language interpreter for a campus event or activity; a lack of large print materials; or other such barriers.
I am a student with a disability and would like accommodations related to my courses or educational activities. Who should I contact?
Student Disability Services provides accommodations for students related to their courses and educational activities: https://info.umkc.edu/disability-services/.
If you are a student with a disability and believe you were denied reasonable accommodations, or you feel an instructor or others at the University failed to accommodate you as approved by Student Disability Services, you are encouraged to review your options for Making a Report (link).