Accommodation Request Guidelines

Print Version (pdf file)

Accommodation Request/Medical Certification Form (pdf file)

Title I of the Americans with Disability Act (ADA) is a civil rights law which protects qualified individuals with disabilities in employment practices.  MCG is required to provide reasonable accommodations to qualified individuals with disabilities in order to: (1) ensure equal opportunity in the application process (2) enable a qualified individual with a disability to perform his/her essential job functions (3) enable an individual with a disability to enjoy equal benefits and privileges of employment.

In addition to the ADA, MCG has established as its policy to provide reasonable accommodation for medical conditions that do not qualify as a disability under the ADA.

• Complete the Request for Accommodation form. 
• Submit the completed Request for Accommodation form to the Affirmative Action/Equal Employment Opportunity Office (AA/EEO).
• Meet with an EEO Counselor to discuss your accommodation request.
• At request of EEO Counselor, have healthcare provider complete the Medical Certification section of the Request for Accommodation form.  Return the completed section to AA/EEO Office.

• Review essential functions of the job based upon current job description.
• Complete Medical Certification Statement, when requested, and returned to the employee or mailed back to AA/EEO Office, Medical College of Georgia, Bldg CJ 2117, Augusta, GA 309012.

• Inform employees of right to request accommodation.
• Submit a position description that identifies essential job functions to the AA/EEO Office, when requested.
• Allow the employee/applicant an opportunity to consult with the Affirmative Action/EEO Office.
• Consult with the AA/EEO Office to determine reasonable accommodation.

• Counsel with employee/applicant and review the accommodation request process

• Review the Accommodation Request and Medical Certification Statement, if applicable, for completion and determine if the requested accommodation is reasonable and can be provided

• Notify the employee and management of the accommodation determination.

1. Who is an individual with disability?

Under the ADA a person with a disability is one who has a physical or mental impairment that substantially limits one or more major life activities, has a record of such impairment or is regarded as having impairment.  A substantial limitation depends on the nature, severity, and expected duration of the impairment.  Determinations must be made on a case-by-case basis.

2. Who is a qualified individual with a disability?

An individual in addition to having a disability must satisfy the requisites (e.g. education, experience, skills, etc.) of the employment sought or held and must be able to perform the essential functions of the position with or without reasonable accommodation.

3. Do employees/applicants with a history of illegal drug use have rights under ADA?

Casual drug use is not a disability under the ADA.  Individuals, who are addicted to drugs, have a history of addiction, or who are regarded as being addicted have an impairment under ADA.  In order for an individual’s drug addiction to be considered a disability under ADA, it would have to pose a substantial limitation on one or more major life activities.  In addition, the individual can not currently be using illegal drugs. 

4. What are essential functions of a job?

Essential functions are fundamental job duties that are intrinsic to the position.  Whether a function is “essential” depends on such factors as the amount of time the employee spends doing the function and the effect on the institution if the employee did not perform the function.

5. What is a reasonable accommodation?

Reasonable Accommodation is a modification or adjustment to a job, an employment practice or the work environment for an employee/applicant with known qualifying physical or mental limitation(s).  An accommodation request may be denied if it imposes an undue hardship to MCG.

Any individual who is not able to perform the essential functions of the job with or without reasonable accommodation is considered not qualified.  An individual with a disability must be qualified to perform the essential functions of the job with or without reasonable accommodation in order to be covered by the ADA and must meet the same job standards of those who are not covered by the ADA for the job, to include minimum job requirements for education, experience, licenses, certifications and/or other qualification standards that are job related.

Examples of reasonable accommodations requests (unless it creates an undue hardship):

   (1)   Job restructuring

   (2)   Modifying work schedules

   (3)   Reassignment to vacant position

   (4)   Modifying/acquiring facilities or equipment 

Reasonable accommodation does NOT require:

   (1)    Lowering quality or quantity of job standards

   (2)    Providing person with eyeglasses, hearing aids, etc.

   (3)    Actions that are excessively costly, extensive, substantial or disruptive; or that would fundamentally alter the nature or 

           operation of the business.

   (4)    Reassigning essential functions of a job

 6. Is the employer required to create a position for an employee, who because of a disability, can no longer perform the essential functions of his/her position even with reasonable accommodation?

No, the ADA does not require an employer to create positions for people with disabilities.  However, the employee must be reassigned to a vacant position for which the individual is qualified if it does not involve a promotion and it would not result in an undue hardship. 

7. Who may I contact for additional information?

You may contact the Office of Affirmative Action/Equal Employment Opportunity at 706.721.7782 or email eeo@mcg.edu if you have any questions.

8. Are requests for accommodation confidential?

The reasonable accommodation process is confidential and MCG respects an individual’s right to privacy. The submitted information will be reviewed only by those individuals who have a legitimate need to know such information or who have a legitimate need to know of the determination of the request.

9. Are employees/applicants protected from retaliation?

An individual making a request for reasonable accommodation is protected from retaliation for making such a request.  If the individual perceives that s/he is subjected to retaliation for such a request, this should be brought to the immediate attention of the AA/EEO Office.

Religious Accommodation

 If an accommodation is needed for religious purposes, the request may be made directly to the supervisor or the AA/EEO Office stating: (1) what type of accommodation is needed (2) why this accommodation is needed and (3) the length of time the accommodation is to be provided.

If you have any additional questions, or would like to set-up an appointment, please contact the EEO Office.