Disability Access

Clink on any of the links below to find out more about disability access at UMKC:

Employees and Medical Residents with Disabilities
Barriers to Access for Those with Disabilities
Students with Disabilities

Employees and Medical Residents with Disabilities

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, medical residency program learners, graduate assistants, staff, faculty, and administrators, including 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 or contact Bea Bohrer, ADA Coordinator and Accessibility Specialist, at brittanybohrer@umkc.edu or (816) 235-6910.

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 or learning 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 absent undue hardship to the department or University.

What is an “undue hardship” and how may it alter or affect an accommodation plan?
From the Equal Employment Opportunity Commission: 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 but are not limited to:

  • modifying work schedules
  • providing frequent breaks
  • altering how or when job duties are performed
  • changes to work environment/equipment
  • providing assistive technology, including information technology and communications equipment 
  • 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 basic job duties an employee must be able to perform, with or without reasonable accommodation. Some of the factors for determining essential functions of a job can include whether the position exists specifically to perform that function, the number of other employees who are available to perform that function, the expertise or skills required to perform the essential functions, the consequences of not requiring that an employee perform the function, and the time spent performing the function.

What questions can supervisors ask an employee requesting an accommodation or what documentation can supervisors require?

Supervisors can ask an employee if they would like to request accommodations through the ADA Coordinator when they become aware of a limitation at work that may be due to a medical condition.

Supervisors cannot ask for medical documentation, doctor’s notes for absences, or any other details related to the condition. If a supervisor is concerned about what documentation is required throughout the accommodations process, they can reach out to the ADA Coordinator with questions. 

What if other employees ask questions about a colleague’s accommodation?

Supervisors should not share any information about an accommodation situation. The supervisor should remind the person inquiring that UMKC treats employees equitably and according to our policies and corresponding laws and regulations. The supervisor may consult with their HR Business Partner or the ADA Coordinator for advice in handling these inquiries.

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 request or contact our ADA Coordinator.

For more on employee disability accommodations:

Barriers to Access

How do I report barriers to accessing, enjoying, or participating in campus events and activities?
To report concerns related to access to campus buildings and public spaces or to inquire about access services related to campus events and activities, please complete the UMKC Accessibility Concern report.

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.

Students with Disabilities

I am a student with a disability and would like accommodations related to my courses or educational activities. Who should I contact?
Student Accessibility Services, part of Roo Wellness, provides accommodations for students related to their courses and educational activities: Accessibility – Services – Roo Wellness.

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 Accessibility Services, you are encouraged to review your options for Making a Report.