Employees

    • For assistance when:

      • I have a disability, and I am interested in confidentially learning more about my rights under the Americans with Disabilities Act.

      • I have a disability, and I want to request a reasonable accommodation.

An employee with a disability — in other words, one with a physical or mental impairment that substantially limits a major life activity — is entitled to reasonable accommodations from NC State.  To learn more about the Americans with Disabilities Act, please see the Educational Opportunities page.

Reasonable Accommodations in Employment

Consistent with the Americans with Disabilities Act, NC State has a process by which an employee may seek reasonable accommodations.

Step 1) Contact Equal Opportunity and Equity (EOE) in OIED.
Your first step is at EOE so that our staff can discuss with you the accommodation process. We can be reached at ada_coordinator@ncsu.edu, equalopportunity@ncsu.edu or 919.513.0574.

Step 2) Provide information on the disability to the ADA Coordinator.
It is recommended that the employee submit two forms: 1) ADA-001 form — to be completed by the employee, and 2) ADA-002 form — to be completed by an appropriate diagnosing professional. Once the ADA Coordinator receives adequate information on the disability, the ADA Coordinator will make an eligibility determination (i.e., whether the employee is eligible or not for protection under the ADA). Either way, the employee will receive a letter regarding eligibility status.

If an employee believes s/he has already provided adequate information to another office at NC State (e.g., Leave Administration or a supervisor), s/he should let the ADA Coordinator know. The ADA Coordinator will review the existing documentation and inform the employee as to whether any additional information is needed.

Medical information provided to the ADA Coordinator is kept confidential.

What if I am not eligible?

On occasion, the documentation provided by an employee does not indicate substantial limitations in any major life activity, therefore the employee would not be entitled to disability-related workplace reasonable accommodations. If this determination is contrary to the employee’s expectations, the employee may want to consider revisiting the diagnosing professional and ensuring that the limitations s/he is experiencing are understood by the doctor. Another option an employee may want to explore is contacting NC State’s Faculty and Staff Assistance Program for information on other available resources.

I don't need accommodations yet. What if I just want to find out if I am eligible?

Some employees — specifically those not currently seeking workplace accommodations — may wish to suspend the process at this step. If that is the case, the documentation submitted will be held by the ADA Coordinator in an inactive file until the point at which the employee specifically indicates that s/he wishes to resume the process. No information will be shared with the employee’s supervisor until the employee specifically indicates that s/he wishes to resume the process.

Step 3) When an employee is eligible and interested in pursuing workplace reasonable accommodations, a meeting is scheduled. The employee, the employee’s supervisor, and the ADA Coordinator attend the meeting.

During the meeting, participants will discuss:

  1. The employee’s essential job functions,
  2. The employee’s functional limitations, and
  3. Ideas for reasonable accommodations. At no point in the meeting are diagnoses disclosed, unless disclosure is initiated by the employee.

The goal of the meeting — and sometimes more than one meeting is required — is to come to an agreement, through an interactive process, on reasonable accommodations for the workplace. The agreement, completed on the EEO-011 form, serves as a starting point for accommodations. If, at any point, the employee or the supervisor finds that the accommodations are not serving the purpose adequately, the employee or the supervisor may request a meeting to revisit the accommodations agreement.

What if there is no agreement on accommodations?

An accommodation does not necessarily have to be exactly what the employee requested or had in mind, as long as the accommodation offered is a reasonable alternative. According to the Americans with Disabilities Act, to be “otherwise qualified” for one’s position, an employee must be able to perform her/his essential job functions with or without an accommodation. If, through the interactive process, it was determined that no reasonable accommodations are available, then the employee may no longer be otherwise qualified for that position
Contact the ADA Coordinator