Frequently Asked Questions

Any modification or adjustment in the work environment or processes that provide equal access to the benefits and privileges of employment and enables an individual with a disability to perform the essential assigned duties of his/her position that otherwise he/she would not be able to effectively perform without the presence of accommodations.

An employee is entitled to an accommodation when the accommodation is needed as the result of a disability. Employees eligible for accommodations must:

  • Qualify as a person with a disability under the ADAAA
  • Be a qualified Emory employee that can perform the essential functions of the job, and
  • Demonstrate the functional limitations of the condition present a workplace barrier.

Additionally, the accommodation must be determined reasonable and appropriate. In discussion with the employee and the employee's direct manager/supervisor, DAS will explore reasonable accommodation options. This is also referred to as the interactive process, an essential component to establishing employment accommodations.

Yes. Due to COVID-19, eligibility for reasonable accommodations has expanded to include those who are at significantly increased risk for negative outcomes if they were to contract COVID-19. Additionally, individuals with impairments resulting from “Long COVID” may be eligible for ADA reasonable accommodations.

Yes. Individuals with clinically diagnosed mental health impairments that have been exacerbated by COVID-19 may be eligible for reasonable accommodations.  DAS relies on clinical documentation from the employee’s healthcare provider to confirm eligibility.  For more information, see Documentation Requirements for Psychological impairments and autism spectrum disorders

Workplace accommodations can be requested at any time.

Emory employees requesting workplace accommodations should contact DAS directly to request accommodations. An employee is advised to not disclose the details of his/her disability/medical condition to his/her manager/supervisor. Employees requesting accommodations through DAS must register by:

  • Submitting the required documentation, and
  • Scheduling an intake appointment with the Associate Director of DAS via phone, email, or in-person following the submittal of the required documents

To determine eligibility for possible employment accommodations, an employee must submit disability verification to DAS and meet with the Associate Director. Unless the disability is obvious (e.g. a person who uses a wheelchair), DAS requires medical/psychological disability verification documentation prior to engaging in the interactive process with an employee.

The diagnosed condition must be determined by a licensed physician or other professional and may be submitted on the DAS's Medical Inquiry Form or a report generated from the licensed physician/professional. The diagnosed condition must state the nature of the disability and how it impacts the employee's ability to perform the job duties. For more information on medical/psychological documentation criteria, please review the documentation guidelines.

DAS ensures that all information and communication pertaining to an employee's disability is maintained as confidential and is not a part of the employee's personnel records. Details of an employee's disability will only be released to others on a need-to-know basis for the purpose of arranging, coordinating, and/or consulting of accommodations.

The employee is advised not to disclose the details of his/her disability/medical condition to his/her supervisor. Employees are encouraged to communicate directly with DAS regarding such matters.

An employee with a complaint or a grievance regarding the proposed accommodations is encouraged to work with DAS to try and arrive at a mutually agreeable alternative to the originally proposed accommodation. If agreement cannot be made between all parties regarding reasonable accommodations the employee is encouraged to seek recourse through the director and ADA compliance officer. Any formal complaint regarding an alleged violation of policies or adverse management act should also be directed to Human Resources.

When the need for modification to existing prescribed workplace accommodations arise due to a change in disability status and/or changes in the essential job functions. The employee should contact the associate director of DAS to reevaluate/request new/modified accommodations. If there is no change to disability status or essential job functions, accommodations remain in place according to the criteria/duration specified in the employee's accommodation letter from DAS.