Americans with Disabilities Act (ADA) Accommodations

Overview

The Americans with Disabilities Act (including the Americans with Disabilities Act Amendments Act) emphasizes individual abilities rather than disabilities, as well as protects the employment and access rights of impaired individuals. Individuals with disabilities should be given the same considerations and courtesies that are afforded to other applicants and employees.

Use this service request to ask questions about:

• Americans with Disabilities Act (ADA):  Understand the provisions and protections under the ADA.
• ADA Request for Accommodations:  Learn how to request accommodations under the ADA.
• Medical Questionnaire for Reasonable Accommodation Requests:  Access the necessary medical questionnaire for accommodation requests.
• ADA:  Accommodation Summary and Response Form:  Complete the summary and response form for ADA accommodations.
• ADA:  Accommodation Discussion Notes:  Document discussions related to ADA accommodations.
• Flowchart for ADA Accommodations Process for Texas A&M:  Follow the process flowchart for ADA accommodations at Texas A&M.

Eligibility

Employees are eligible for ADA accommodations if they have a disability as defined by the Americans with Disabilities Act (ADA).  A disability is defined as a physical or mental impairment, which limits one or more major life activities such as seeing, speaking, hearing, breathing, walking, or learning. The ADA also applies to individuals who have a record of such impairment or are regarded as having such impairment.

Resources

• Accommodations for University Sponsored Events:  Provides guidelines for event sponsors to ensure accessibility and reasonable accommodations for persons with disabilities are in compliance with the ADA.

Need More Help?

Click the "Ask an ADA Question" button on the top right of this page.  Complete the required fields and submit the request. You will receive an open ticket notification.  If additional information is needed, you will be contacted by the respective support team.  Ticket status can be tracked in the portal under the View Tickets tab.

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To uphold the highest standards of data protection, we kindly ask that you refrain from sharing any PII or PHI in this electronic form. 

ADA Accommodations Process

Texas A&M University is committed to providing an inclusive and supportive work environment for all employees. This page outlines the step-by-step process for requesting workplace accommodations under the Americans with Disabilities Act (ADA). Here you’ll find both a detailed, accessible text description and a visual flowchart to help you understand how accommodation requests are handled and what to expect at each stage. If you have questions or need assistance, please contact Employee Relations.

ADA Accommodations Process Flowchart

Flowchart illustrating the ADA accommodations request process at Texas A&M University; process described in detail in page text below.

ADA Accommodations Process Description
Below is a step-by-step description of how an employee ADA accommodation request is handled at Texas A&M University.

1. Request Initiation
   1. The employee makes an ADA accommodation request to their supervisor. This request may be verbal or written.
   2. The supervisor notifies the Human Resources (HR) professional, who provides the employee with an ADA Packet.
2. ADA Packet Contents
   The ADA Packet includes:
   1. ADA Request for Accommodations (Form 912)
   2. Medical Questionnaire for Reasonable Accommodations Requests (Form 913)
3. Submission and Review
   1. The employee completes the forms and submits them to the HR professional.
   2. The HR professional reviews the submitted documents and forwards them to HR Employee Relations (ER).
4. Documentation Review
   1. HR ER reviews the documents. If the medical questionnaire is incomplete or unclear, additional information from the employee’s doctor may be requested.
5. Discussion and Brainstorming
   1. The supervisor meets with the employee to discuss:
      1. The employee’s essential job functions
      2. Any functional limitations
      3. Possible reasonable accommodations
6. Decision Point
   1. If the accommodation is granted:
      1. Supervisors complete the ADA Accommodation Summary and Response (Form 914).
      2. The HR professional notifies ER.
      3. The supervisor implements the approved accommodation.
   2. If the accommodation is denied:
      1. ER consults the ADA Coordinator for a more interactive process and makes a final decision.
7. Final Outcome
   1. If the accommodation is denied after further review:
      1. The process ends.
   2. If the accommodation is granted or additional information is needed:
      1. The process may restart or proceed as above.

Note: Employees may submit a new request if their circumstances change or if additional accommodations are needed.

For more information about the ADA accommodation process, please contact Employee Relations at Texas A&M University.