Frequently Asked Questions

Accommodation Request Process

It generally takes 4 to 6 weeks to complete, depending largely on the time it takes for the HR-Benefits representative to receive the relevant medical information.

A qualified applicant/employee is an individual with a disability who meets the job’s general requirements and can perform the essential functions of the job desired or held, with or without a reasonable accommodation.

The following are considered:

• The employer's knowledge about which functions are essential
• Job descriptions that were written before a job was posted
• The amount of time spent performing the job function
• the consequences of not requiring the employee to perform the function
• The work experience of others who have had, or currently hold, the same or similar position

If there is a cost to the reasonable accommodation, (equipment, service, construction, etc.) the HR-Benefits representative will determine if this is to be paid by the employee’s department or other resources.

Equipment purchased by Purdue as a reasonable accommodation is the property of Purdue University.

The ADA prohibits discrimination in all employment practices, including job application procedures, hiring, firing, advancement, compensation, training and other terms, conditions and privileges of employment. It applies to recruitment, advertising, tenure, layoff, leave, fringe benefits and all other employment-related activities.

1. First, the individual may contact the Senior Benefits Administrator of Worker’s Compensation & Disability, to discuss their concerns

Cindy Guy
Senior Benefits Administrator, Worker’s Compensation & Disability
HR- Benefits
p: (765) 494-7388
ADARequest@purdue.edu

2. If the individual still disagrees, they may submit their concerns to the Senior Director of Benefits and the Senior Director of Human Resources.

3. If the individual is unable to resolve the matter with the two aforementioned channels, they may contact the Office of Institutional Equity.

Office of Institutional Equity (OIE)
p: (765) 494-7255
equity@purdue.edu

The interactive process is the applicant/employee, health care provider and employer working together and sharing information about the nature of the disability and the limitations that may affect their ability to perform the essential job duties. This discussion is the foundation of compliance with the Americans with Disabilities Act.

Important steps in the interactive process include recognizing an accommodation request, gathering information, exploring accommodation options, choosing an accommodation, implementing the accommodation and monitoring the accommodation.

If an employee is on an FMLA leave for their own serious health condition, then they might be referred to ADA. FMLA is 12 weeks of job-protected leave. When an employee needs to remain off work after using all 12 weeks of FMLA then an appropriate next step may be to request more leave through ADA. If approved, ADA would protect the employee’s position until they return to work.

If an employee does not qualify for FMLA then they may also receive a referral to the ADA accommodation process.