American with Disabilities Act (ADA) and Requests for Reasonable Accommodation

Point Park University is committed to complying with the Americans with Disabilities Act (ADA), which continues to apply during the COVID-19 pandemic, and to maintaining a safe work environment.  The University welcomes interactive dialogue with employees related to accommodation requests, provided those requested accommodations do not interfere with compliance with guidance issued by the United States Center for Disease Control (CDC) or state/local health authorities on workplace safety concerning the COVID-19 pandemic. As with any accommodation request, the University may:

• ask questions to determine whether an employee’s medical condition constitutes a disability;
• discuss how the requested accommodation will assist you and enable you to keep working;
• determine whether you are able to perform the essential functions of your position, with or without an accommodation;
• explore alternative accommodations that may effectively meet your needs; and
• request medical documentation if needed (ADA Medical Certification Form)

Should you require an accommodation please complete the applicable secure intake form and you will be contacted by Human Resources to begin the interactive dialogue process.

• Standard Accommodation Request Form
• Accommodation Request Form – COVID-19

FAQ

Q. What if I have a disability that puts me at greater risk of severe illness for contracting COVID-19?

1. You may request a reasonable accommodation for a disability (ADA Medical Certification Form). According to the CDC, people who have certain illnesses such as chronic lung disease, serious heart conditions, diabetes, chronic kidney disease undergoing dialysis, and liver disease, and people who are immunocompromised, may be at high-risk for severe illness from COVID-19. Other disabilities, such as anxiety, depression, or other mental health conditions may be exacerbated by the current situation. Your request will be evaluated to verify the disability and to determine whether the accommodation is needed, the type of accommodation that would meet your health concerns, and whether the requested accommodation might cause an undue hardship on the University.

Q. What is a reasonable accommodation under the circumstances with COVID-19?

1. A reasonable accommodation is some modification to your working conditions, such as the workplace or existing policies or procedures, that would allow you to perform the essential functions of a position. Flexibility is important in determining if some accommodation is possible under the circumstances. Temporary job restructuring of marginal job duties, temporary transfer to a different position, or modifying a work schedule or shift assignment may also permit an individual with a disability to perform safely the essential functions of the job while reducing exposure to others in the workplace or while commuting. Even with the constraints imposed by the COVID-19 pandemic, some accommodations may meet an employee's needs on a temporary basis. If not already implemented for all employees, accommodations for those who request reduced contact with others due to a disability may include changes to the work environment such as designating one-way aisles or hallways, using plexiglass, tables, or other barriers to ensure minimum distance, and providing various types of Personal Protective Equipment (PPE) to reduce exposure. If there is no reasonable accommodation which would allow you to perform the essential functions of your position, other accommodations such as leave and job reassignment may be available in certain circumstances.

Q. What is an Undue Hardship?

1. "Undue hardship" is defined as an "action requiring significant difficulty or expense." According to EEOC guidance, an employer may consider whether current circumstances create "significant difficulty" in acquiring or providing certain accommodations, considering the facts of the particular job and workplace. For example, it may be significantly more difficult during this pandemic to conduct a needs assessment or to acquire certain items, and delivery of accommodations may be impacted, particularly for employees who may be teleworking. Or, it may be significantly more difficult to provide employees with temporary assignments, to remove marginal functions, or to readily hire temporary workers for specialized positions. If a particular accommodation poses an undue hardship, the University will work together with you and your healthcare provider to determine if there may be an alternative that does not pose such problems.

Q. What is the process to request an accommodation?

1. If you require an accommodation because of a disability, you should contact human resources and submit an accommodation request form:

• Standard Accommodation Request Form
• Accommodation Request Form – COVID-19

While submitting the form itself is not required, at a minimum you will need to sign a limited medical release of medical information related to your disability to allow HR to contact your medical provider, or provide some other method to verify your medical information (ADA Medical Certification Form).

HR will work with you, your medical provider and your department to determine what, if any reasonable accommodations are appropriate based on your specific medical condition, job duties, and the conditions in your department. You will be notified in writing as to the outcome of your request.

Q. Can I get a Temporary Accommodation?

1. Accommodations can be granted on a temporary basis while waiting for supporting documentation. In some cases it may be appropriate to identify an end-date if the accommodation is related to the pandemic and revisit as conditions change.

Requests/Conditions where ADA is not applicable:

Q. What if I live in the same household as a person who is at high risk?

1. Reasonable accommodation under the ADA only applies to an employee with a disability, not to members of the employee’s household.

Q. Can I request to be excluded from the workplace because I am older and in a high-risk group?

1. Reasonable accommodation under the ADA does not apply to higher risk based solely on the employee’s age.

Q. What if I am pregnant and would like accommodations related to my pregnancy during the pandemic?

1. Under the ADA, employees who suffer from pregnancy-related disabilities, such as preeclampsia or diabetes, are entitled to reasonable accommodation from their employers. Pregnancy alone is not a disability as defined under the ADA and reasonable accommodation under the ADA does not apply solely on the basis of an employee's pregnancy. However, the University will treat pregnant employees the same as non-pregnant employees who are temporarily disabled for other reasons.