Accommodation Request Procedure for Job Applicant with Disabilities

Requests that Involve Accommodations for Access to the Application Process

The University will provide accommodations for job applicants, upon request, during the application and interview process. Examples might include providing an interpreter during a job interview, or providing employment forms or tests in an alternative format (large print or Braille).

The procedure for handling accommodation requests for applicants is as follows:

  1. An applicant requesting assistance with the employment application process completes a Request for Accommodation in the Application Process form, available from the Office of Human Resources, Hitchins Building, (301) 687-4105, TDD 1-(800)-735-2258.

  2. The Director of Human Resources and the ADA/EEO Immigration Director consult with the applicant and arrange for the accommodation to be provided.

  3. The request is sent to the appropriate Vice President for final approval.

  4. The Office of Human Resources notifies the applicant of the approved accommodation.

Requests for Accommodation Needed for the Applicant to Perform Essential Job Function

Job applicants may indicate during the application or interview process that an accommodation may be necessary for the applicant to perform the essential job functions if hired. When this occurs, the following procedure is followed:

  1. The applicant completes Section I of the Request for Accommodation to Perform Essential Job Duties form, describing his/her disability, the accommodation being requested, and how the accommodation would aid the individual in performing essential job functions. The applicant then forwards the form to the Office of Human Resources.

  2. The Office of Human Resources forwards the request form to the Chair of the search committee. The search committee then determines whether the applicant is otherwise qualified for the position, assuming that the reasonable accommodation would enable the applicant to perform the essential functions of the job.

  3. The Chair forwards the reasonable accommodation request to the Office of Human Resources, along with the following:

    1. An explanation of whether the individual is otherwise qualified, and

    2. Where two or more applicants have applied for a position, whether this is the applicant that the manager would select.

  4. The Director of Human Resources consults with the Chair and determines whether the applicant with a disability should be extended a job offer, conditioned upon completion of the reasonable accommodation process and the determination that there is a reasonable accommodation that will enable the applicant to perform the essential functions of the position.

  5. If the individual with a disability is selected, a conditional job offer is extended in writing.