Employee Accommodations

Employee Accommodations Process

MSU employees, including student employees, can request reasonable accommodations for the workplace. Accommodations are determined through a partnership between RCPD, MSU's Office of Employee and Labor Relations (ELR) Accommodations Specialist, the employee, and the supervisor.

1. Submit an application via AccessMSU. This includes submitting sufficient medical documentation. For more detailed information about using AccessMSU, check out our AccessMSU resource page.

2. Submit your current position description.
3. Meet with ELR for a needs assessment meeting then submit accommodation requests.
4. ELR will then meet with your supervisor to discuss your requests. Your disability details are not disclosed.
5. A Statement of Employee Accommodation Determination (SEAD) is issued. The following determinations will be made for each request:
   1. Granted: accommodation approved as written without modification
   2. Granted as Modified: Requested accommodation modified, approved with the modifications specified.
   3. Denied: Accommodation requested not approved

Employees and supervisors are both able to dispute a determination made through the SEAD process.

For a comprehensive overview of the employee accommodation process, please see the MSU Disability and Reasonable Accommodations Policy.

Supervisors are responsible for maintaining confidentiality and for facilitating the granted accommodations outlined on the SEAD. The SEAD should be held in a confidential place separate from the employee's primary file.

What is a Reasonable Accommodation?

Under both the Americans with Disabilities Act, as recently amended, and Section 504 of the 1973 Rehabilitation Act, a reasonable accommodation is considered to be a modification or adjustment to a course, program, service, or facility, which ensures that a qualified individual with a disability is not excluded, segregated, or otherwise treated differently.

• Reasonable accommodations are tailored adjustments that level the playing field.
• Reasonable accommodations must not compromise essential job functions.
• Reasonable accommodations are individually determined after review of medical documentation and an interactive needs assessment between an RCPD Access Specialist, OER, and the employee.

An accommodation would not be considered reasonable if it:

• Fundamentally alters the essential nature of the job
• Constitutes services of a personal nature
• Results in an undue administrative or financial burden for the institution
• Results in posing a direct threat to the health or safety of self or others