Employees and Applicants

Per the University COVID-19 Response Guidance, employees who meet the possible high risk criteria for COVID-19 exposure and would like to make alternative work arrangements should first contact their managers and/or department leadership to explore options available before submitting a request for accommodations with the Office of Equal Opportunity and Compliance.

Vulnerable Population Guidelines for Returning to Work - English Language / Lengua Española

Please visit Health and Safety Guidelines and Requirements for information about the campus health and safety guidelines.

To be eligible to receive an accommodation, individuals must have an impairment that substantially limits one or more major life activities.

Those who wish to be considered for reasonable accommodations must submit current documentation (i.e., medical/educational/diagnostic reports) from qualified professionals as well as supporting historical records and materials.

We have an interactive process for employees who want to be considered for reasonable accommodations. This process includes the employee, OEOC and the supervisor/HR representative. Please note this is a voluntary process.

A barrier is an obstacle or anything that prevents a person with a disability from fully participating in in all aspects of society because of their disability. If you or someone you know is experiencing a barrier, please report it.

This video explains why companies doing business with the federal government ask job applicants and employees to voluntarily self-identify if they have a disability, and the important role that self-identifying plays in ensuring equal employment opportunity for people with disabilities.

The Office of Equal Opportunity and Compliance is charged with the responsibility of working with qualified employees with disabilities in exploring possible reasonable accommodations in accordance with university policy and Section 504 of the Federal Rehabilitation Act of 1973, the Americans with Disabilities Act (ADA) of 1990 and the ADA Amendments Act of 2008.