Guidelines & Procedures

Augusta University (AU)  is an Equal Opportunity Employer. 

Title I of the Americans with Disability Act (ADA) prohibits discrimination in the workplace on the basis of a disability and protects individuals with disabilities from discrimination in employment practices.  The ADA requires employers to provide reasonable accommodations to qualified individuals with disabilities in order to:

  • Ensure equal opportunity in the application and hiring process.
  • Enable a qualified individual with a disability to perform their essential job functions.
  • Enable an individual with a disability equal benefits and privileges of employment.

A job accommodation refers to a change in the job or work environment that allows a qualified employee with a disability to perform the essential functions of their position. 

Accommodations are made on a case by case basis taking into account the type and severity of the disability and the specific job requirements involved.  The ADA Coordinator will work with employees and management to identify the most appropriate accommodation in a given situation. AU does not have to provide the most expensive or the requested accommodation by the employee.  Employers are not required to provide an accommodation that is primarily for personal use. AU will work with employees and management to provide the most effective accommodation on a case by case basis.

Accomodation Process Frequently Asked Questions

Contact Us

University Employee Relations

Antoinette Lewis, ADA & Employee Relations Coordinator

706-721-7285

706-721-1875

AU_ADA@augusta.edu

699 Broad Street, Augusta, GA 30901

OR 9051

Accommodation Process

Self-Identification

An employer is not required to provide a reasonable accommodation until an employee discloses the disability and requests an accommodation.  All information submitted related to this process will be maintained separately from personnel records and kept confidential in accordance with the guidelines of the ADA.  An employee may self-identify during the hiring process or any time while employed at AU.

Voluntary Self-Identification form

Request for Accommodation

An employee must notify management if they are having trouble performing the essential functions of their job due to a medical condition and need an accommodation or contact the ADA Coordinator directly at (706) 721-7285.

  1. Complete the ADA Accommodation Request form and submit to the ADA Coordinator in HR. The form can be faxed to (706) 721-1875 or emailed to au_ada@augusta.edu  You will be contacted by the ADA Coordinator within 5 days of receipt to initiate the ADA interactive process for reasonable accommodation.
  2. At the request of the ADA Coordinator, the employee will have their healthcare provider complete the Medical Certification and return the form to the ADA Coordinator within 14 business days of receipt.
  3. Provide the ADA Coordinator with the requested information to remain compliant with the ADA process. 
  4. Send completed Self-Identification form along with the request for an ADA Accommodation to au_ada@augusta.edu.

AU Employee Accomodation Request

Frequently Asked Questions

What is a reasonable accommodation?

Reasonable Accommodation is a modification or adjustment to a job, an employment practice or the work environment for an employee/applicant with known qualifying physical or mental limitation(s). An accommodation request may be denied if it imposes an undue hardship to Augusta University.

Any individual who is not able to perform the essential functions of the job with or without reasonable accommodation is considered not qualified.  An individual with a disability must be qualified to perform the essential functions of the job with or without reasonable accommodation in order to be covered by the ADA and must meet the same job standards of those who are not covered by the ADA for the job, to include minimum job requirements for education, experience, licenses, certifications and/or other qualification standards that are job related.

Examples of reasonable accommodations are:

  • Job restructuring
  • Modifying work schedules
  • Reassignment to vacant position
  • Modifying/acquiring facilities or equipment
  • Unpaid leave after exhaustion of other applicable benefits
  • Accessible Parking
  • Telework

Reasonable accommodation does NOT require:

  • Lowering quality or quantity of job standards
  • Providing person with eyeglasses, hearing aids, etc.
  • Actions that are excessively costly, extensive, substantial or disruptive; or that would fundamentally alter the nature or operation of the business.
  • Reassigning essential functions of a job
  • Allowing individuals with disabilities to remain on leave “indefinitely” or when there is no expected date of return.

Who is an individual with disability?

Under the ADA a person with a disability is one who has a physical or mental impairment that substantially limits one or more major life activities, has a record of such impairment or is regarded as having impairment.  A substantial limitation depends on the nature, severity, and expected duration of the impairment.  Determinations must be made on a case-by-case basis.

Who is a qualified individual with a disability?

An individual in addition to having a disability must satisfy the requisites (e.g. education, experience, skills, etc.) of the employment sought or held and must be able to perform the essential functions of the position with or without reasonable accommodation.

Do employees/applicants with a history of illegal drug use have rights under ADA?

Casual drug use is not a disability under the ADA. Individuals, who are addicted to drugs, have a history of addiction, or who are regarded as being addicted have an impairment under ADA. In order for an individual’s drug addiction to be considered a disability under ADA, it would have to pose a substantial limitation on one or more major life activities. In addition, the individual cannot currently be using illegal drugs.

What are essential functions of a job?

Essential functions are fundamental job duties that are intrinsic to the position.  Whether a function is “essential” depends on such factors as the amount of time the employee spends doing the function and the effect on the institution if the employee did not perform the function.

Is the employer required to create positions for an employee, who because of a disability, can no longer perform the essential functions of his/her position even with a reasonable accommodation?

No, the ADA does not require an employer to create positions for people with disabilities. However, the employee must be reassigned to a vacant position for which the individual is qualified if it does not involve a promotion and it would not result in an undue hardship.

Who may I contact for additional information?

You may visit our website or contact the ADA Coordinator in the Employee Relations Office directly at (706) 721-7285 or email questions to AU_ADA@augusta.edu.

Are requests for accommodations confidential?

The reasonable accommodation process is confidential to the extent required by law, and Augusta University respects an individual’s right to privacy. Confidential information Will only be released to those individuals who have a legitimate need to know, and only to the extent required to make business related decisions.

Are employees/applicants protected from retaliation?

An individual making a request for reasonable accommodation is protected from retaliation for making such a request. If the individual perceives that s/he is subjected to retaliation for such a request, this should be brought to the immediate attention of the ADA Coordinator in the Employee Relations Office at (706) -721-7285.