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Employees do not need to specifically request an accommodation if the need for accommodation is obvious.  An example would be if someone is in a wheelchair on a long term basis and must access an area of the campus that is not wheelchair accessible.  A Supervisor should proactively explore accessibility options with the employee.  When the need for an accommodation is not obvious, the employee must bring up and begin a dialouge dialogue to determine if they are a qualified disabled person and what accommodation, if any, would allow them to do the essential functions of their job.  Supervisors and other staff do not need to be mind readers, but do need to be vigilant when there is an obvious disability present which could create a sitution situation where the employee is a qualified disabled person.

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1. Employee seeking accommodation should let their direct supervisor know what disability they suffer from, whehter whether it is likely to last more than 6 months, how it impacts their ability to do the essential functions of their job and what accommodation, if any, would allow them to do the essential functions of their job.
2. The supervisor will evaluate and / or bring the issue to the Office of People and Culture to discuss whether the provisions of the ADA apply, how they apply and how to work with the employee if accommodations are a consideration.
3. The supervisor should document ALL interactive discussions with the employee even if requests for accommodations change and evolve.  A complete history of discussions, evaluations, interactions, counter offers, etc. must be made.  This documentation can be directed by the Office of People and Culture, but is the ultimate responsibility of the supervisor since they work with the employee and any accommodations that are made.
4. As part of the accommodation process, generally, the employee will need to provide medical documentation of their disability or medical condition in order to initiate  initiate an accommodations request.
5. The Office of People and Culture, the employee seeking accommodation, and their supervisor will engage in an interactive process to identify the specific disability-related barriers that the individual has encountered, or is likely to encounter, and discuss accommodations that may assist in eliminating or minimizing those barriers.
6. Upon determining reasonable accommodations, the supervisor and OPC jointly work together to implement identified accommodations for the employee.

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