Benefits
Americans with Disabilities Act
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How do I know if I have a disability?
An individual with a disability is a person with 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 such impairment.
A qualified individual with a disability is one who possesses the requisite skills, education, experience and training for a position, and who can, with or without reasonable accommodation, perform the essential functions of the position the individual desires or holds.
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What is a Reasonable Accommodation?
A reasonable accommodation is defined as a modification or adjustment to the job application process or the work environment that enables a qualified person with a disability to be considered for a position, perform the essential functions of a position, or enjoy the same benefits and privileges of employment as are enjoyed by similarly situated employees without disabilities.
ADA Accommodation Request Process
The following process will be followed for all employees requesting an ADA accommodation. Accommodations are made on a case by case basis taking into account the type and severity of the disability and the specific job requirements the employee is required to perform.
Take These Steps
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Step 1: Employee requests ADA Accommodation
An employee may request accommodation at anytime during the hiring process, when first hired or at any other time while employed by Kennesaw State University. Upon making a request for ADA Accommodation, the employee must submit an ADA Accommodation Request Form.
Once the Benefits Department is in receipt of an Employee’s ADA Accommodation Request Form, the appropriate Benefits Specialist will send notification to the employee to confirm receipt and schedule an interactive discussion meeting to begin the process.
All information about the disability will be kept confidential except in the following situations: (1) supervisors and/or managers may be informed when restrictions or changes are made to the work, duties or schedules of qualified individuals with disabilities; (2) first aid and safety personnel, to the extent appropriate, will be informed if and when a condition might require emergency treatment; (3) department heads, such as the University’s Legal Officer, the Director of Parking, Director of Facilities or the ADA Officer for students may be informed when the accommodation affects or requires expertise in their area; (4) government officials engaged in enforcing laws such as the Americans with Disabilities Act may be informed. -
Step 2: Benefits Department obtains additional information
To facilitate the interactive process, the employee is responsible for working with their treating medical provider to complete and return the following forms to the Human Resources Benefits Specialist:
- Authorization for Release of Medical Information (to be completed and signed by the employee), authorizing the release of relevant medical information to Kennesaw State University; and
- ADA Medical Certification (to be completed by the employee's treating medical provider), providing information regarding the employee's medical condition, functional limitations,
and recommended workplace accommodations. Please note: Providers are requested to return the Medical Certification form within 7 – 10 days of ADA request.
Failure to provide the requested documentation may delay the University's ability to evaluate the accommodation request.
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Step 3: The Interactive Process
As part of the interactive process, Human Resources obtains additional information or consult with internal and external resources to evaluate the requested accommodation and identify effective accommodation options.
The Benefits Specialist will consult with the employee's supervisor or department leadership to review the essential functions of the position, operational requirements, and potential accommodation options. Information obtained through this process will be limited to that which is necessary to evaluate the accommodation request and will be maintained in accordance with applicable confidentiality requirements.
The Benefits Specialist may also collaborate with University departments, including but not limited to Facilities, Parking, Information Technology, Environmental Health & Safety, Legal Affairs, and the ADA Officer for Students, when necessary to evaluate accommodation options or determine their feasibility.
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Step 4 (as needed): Cost Analysis performed
Additional research is completed to estimate the costs associated with the accommodation(s) or to determine the feasibility of the accommodation(s). -
Step 5: Accommodation Determination
As soon as administratively possible, the Benefits specialist, after reviewing all supporting documentation and completing the interactive process, will take one of the following actions: (1) grant the requested accommodation(s); (2) grant another appropriate and reasonable accommodation(s); (3) not grant an accommodation. A letter will be sent to the employee notifying him/her of the decision. If an accommodation is granted, the letter will detail the timeline and any additional steps for implementing the accommodation. -
Step 6: Appeals
If an employee does not agree with the Determination, the employee may appeal the decision to the Asst. Vice President of Human Resources. The appeal must be submitted in writing within 15 days of being notified of HR’s final determination.