Work Accommodation FAQs

A workplace accommodation is a modification or adjustment to a job, the work environment, or the way a job is usually done that helps staff, faculty, or a job applicant with a disability, who is otherwise qualified to perform the job.

There can be no retaliation against those exercising their rights requesting and/or being granted a workplace accommodation.  

If you or anyone you know feels they are being treated differently because they have exercised their accommodation rights, please contact Employee Relations immediately.

Employee Relations
Denise Banks

(312) 499-4165

employee_relations@artic.edu 

An accommodation is any change to a job, the way a job is done, the work environment, and/or the application/hiring process that will allow a person with a disability who is qualified for the job to perform the essential functions of the job and enjoy equal employment opportunities. 

Workplace accessibility support is available to staff and faculty through policy such as flexible work; through ergonomic adjustments; through supportive meeting technology requests including, but not limited to, closed captioning or Communication Access Real-time Translation (CART); or through other support resources such as barrier free work spaces, lighting and sound adjustments, and sensory space needs.

Accommodations are considered a reasonable accommodation as long as they do not create an undue hardship. 

An undue hardship is determined by an individualized assessment that shows a specific accommodation would cause significant difficulty or expense based on several factors, including:

• the nature and cost of the accommodation needed;

• the overall financial resources, size, number of employees, and type and location of facilities of the employer (if the facility involved in the reasonable accommodation is part of a larger entity);

• the type of operation of the employer, including the structure and functions of the workforce;

• the impact of the accommodation on the operation of the facility

All current staff and faculty (full and part-time), and applicants for employment.  

According to the Americans with Disabilities Act (ADA), a disability is a physical or mental impairment that substantially limits one or more major life activities, or major bodily function.  

Major life activities includes, but are not limited to, caring for oneself, performing manual tasks, seeing, hearing, eating, sleeping, walking, standing, lifting, bending, speaking, breathing, learning, reading, concentrating, thinking, communicating, and working.

Major Bodily Functions include, but are not limited to, functions of the immune system, normal cell growth, digestive, bowel, bladder, neurological, brain, respiratory, circulatory, endocrine, and reproductive functions.

An essential job function is a duty, responsibility, or task that is fundamental to the job — a vital or basic component of that job.  

Sometimes. This is why the interactive process is important.  It tries to find a solution that balances the request with the essential job functions and department needs. 

The museum and school are dedicated to reasonably accommodating employees' religious beliefs or practices.  Some examples of common religious accommodations include:

• flexible scheduling

• voluntary shift substitutions or switching of shifts

• leave for religious observances

• wearing of religious garments or head coverings

Please reach out to a member of Employee Relations to discuss your request for a religious accommodation.  

Employee Relations

Denise Banks

(312) 499-4165

employee_relations@artic.edu 

A member of the Employee Relations team is ready to help answer your questions.  

Employee Relations

Denise Banks

(312) 499-4165

employee_relations@artic.edu