Reasonable Accommodations for State Employees Policy

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 Review Process / Approval

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Procedures for Accessing Accommodations

Many employee requests for accommodation have been addressed directly by the employee's supervisor, director, or department chair. Also, both the Office of the Provost and the Registrar have addressed accommodation requests of teaching faculty, including classroom assignments. Although these practices are not discouraged, there are times when accommodation decisions are complex. It may be difficult for a supervisor or department chair to determine whether or not a request is reasonable, or the request may involve an expense beyond the department's immediate resources. The following procedure has been developed to ensure that an employee's request for reasonable accommodation is treated in as consistent and equitable a fashion as possible

A. Requests for Reasonable Accommodation

1. A request and determination of a reasonable accommodation is handled through the designated campus contact. Employees and applicants should contact Human Resource Services, 564-5062. All other requests should be directed to the office sponsoring the specific program or activity.
2. Individuals with disabilities may choose to self-disclose information about their disability at any time to the appropriate campus contact.  However, in order to ensure sufficient time to coordinate auxiliary aids and services, it is the responsibility of the individual to make the request in a timely manner.  If a request is made in an untimely fashion, every effort will be made to accommodate the request.   However, because many accommodations require early planning, it cannot be guaranteed that all requests for accommodations will be met.  Untimely requests may result in delay, substitution, or denial of an accommodation.    
3. The responsibility for requesting or initiating a request for accommodation lies with the individual with a disability.    
4. Verification of a disability is required. It is the responsibility of the individual with a disability to provide documentation that supports her or his request for reasonable accommodation.  Disability documentation must clearly indicate:  
   1. The existence of a disability (as defined by state and federal regulations),
   2. That the disability substantially limits a major life activity, including a statement of the nature and extent of the limitations; and, 
   3. A statement of what accommodation(s) is/are recommended/requested.    
5. Once a qualified individual with a disability has requested an accommodation, the designated campus contact will take steps to determine an appropriate accommodation.  The appropriateness of an accommodation is often determined through a flexible, interactive process that involves the individual with a disability, the appropriate department(s), and the designated campus contact.  Early consultation is essential whenever questions of compliance and/or funding for an accommodation are involved.    
6. Final responsibility for selection of the most appropriate accommodation rests with the institution.  (See Section C and D for appeal/complaint procedures).

B.   Reasonable Accommodations

1.  Factors to determine whether a requested accommodation is considered reasonable include:

• The individual is "otherwise qualified"
• The request does not compromise the essential functions of the job
• The request does not create an undue financial or administrative burden
• The request does not create a danger to the employee or others
• The request is not of a "personal" nature

2.  An employee with a disability must be able to perform the essential functions of his or her job with or without reasonable accommodations.

C.  Appeal of Accommodation Determination

Employees and visitors have an opportunity to appeal a decision regarding an accommodation. Appeals may be handled informally in a case review involving the person seeking accommodation(s), the designated campus contact and the appropriate faculty, administrator, or supervisor.  If a mutually acceptable accommodation cannot be determined with the designated campus contact and relevant SUNY Plattsburgh personnel, an internal complaint may be filed with the Affirmative Action Officer (see D).

D.  Complaint Procedure

SUNY Plattsburgh has adopted an internal complaint procedure for the provision of prompt and equitable resolution of complaints alleging discrimination.  Individuals with a disability at SUNY Plattsburgh, who consider themselves victims of discrimination based on a disability, may file a complaint with the Affirmative Action Officer.   Procedures for employees wishing to file a complaint may be obtained from the Affirmative Action Officer.  The Affirmative Action Officer shall receive any complaint of alleged discrimination, shall assist the complainant in defining the charge, and shall provide the complainant with information regarding the options for filing internal complaints or external complaints through the federal Office of Civil Rights and/or the New York State Division of Human Rights. 

Request for Reasonable Accommodations

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There are no specific trainings identified with this policy.