Requesting an Accommodation

Applicants

Applicants for employment may initiate a request for accommodation by contacting Human Resources Talent Management or the hiring manager of the respective department. A hiring manager that receives a request for accommodation must immediately notify Human Resources Talent Management or complete the ADA Accommodation form for the applicant of such request so that official processing of the request can begin.

Employees

Employees should initiate the accommodation process by consulting with or requesting an accommodation by making such a request to the employee's immediate supervisor, either verbally or in writing. Alternatively, any employee may make a request by completing the ADA Accommodation form that is sent directly to Human Resources Talent Management. 

Supervisors

Supervisors who receive a request for accommodation must immediately consider the nature of the request and determine an appropriate response. If the request for accommodation is made based on a disability the supervisor should notify Human Resources Talent Management or fill out the ADA Accommodation form so that official processing of the request can begin.

Accommodation Review and Resolution

Texas Tech University will reasonably accommodate qualified individuals with a disability so that they can apply for a job, perform the essential functions of a job, or enjoy the benefits and privileges of employment unless doing so causes a direct threat to these individuals or others in the workplace and the threat cannot be eliminated by reasonable accommodation or if the accommodation creates an undue hardship to Texas Tech.

• Upon receiving a request for accommodation from an applicant or an employee, Human Resources will begin the interactive accommodation process. The process will include a discussion with the applicant or employee and may require supportive information from his or her health care provider.
• Human Resources will verify the disability and contact the supervisor to review the essential job functions. After determining the employee has a covered disability under the law, Human Resources will engage in and facilitate discussions with the employee and his or her supervisor concerning the accommodation
• The University has developed a centralized process to maintain consistency across the University and to provide employees and applicants an opportunity to discuss his or her individual situation directly, without having to inform his or her supervisor or proposed supervisor.
• Supervisors are an important part of the interactive process and will be brought into the discussion about the specific impact of the medical condition on job performance and recommended accommodations. Human Resources will not share the medical diagnosis or disability documentation with the supervisor, but rather maintains the focus on the limitations of the condition(s) and suggested accommodations. Any disability documentation received will remain separate from the employee's personnel file.
• Human Resources will determine if the applicant or employee has a substantially limiting impairment of a major life activity that prevents the individual from performing one or more essential application or job functions, or from enjoying the same benefits and employment privileges as are enjoyed by similarly situated employees without disabilities.
• When it is determined that an applicant has a disability that is covered under the law, Human Resources will work with the individual and department to make accommodations to the application process.
• When it is determined that an employee has a disability that is covered under the law, Human Resources will work with the employee and the department to identify and discuss accommodations that will enable the individual to perform the essential functions of a job, or enjoy the benefits and privileges of employment.

Complaint Procedures

An applicant or employee who believes they were discriminated against based on disability, or was retaliated against due to an accommodation request may file a complaint by following the university's procedures outlined in TTU OP 40.02: Non-Discrimination and Anti-Harassment Policy and Complaint Procedure for Violations of Employment and Other Laws.

Resources

• Job Accommodation Network (JAN)
• Equal Employment Opportunity Commission (EEOC)
• Americans with Disabilities Act
• United States Department of Labor