Supervisor Responsibilities
Contact the Accommodation Team in HR if:
- An employee tells you about a health problem that could impact their ability to perform their job but does not make a specific accommodation request.
- You have any questions about the accommodation being requested (such as regarding duration, scope, necessity, workplace impact, or the employee’s ability to perform the position’s essential functions even with accommodation).
Important Information:
- All responses to requests for accommodation must be documented, even if they are simple or temporary job or workspace modifications. Please contact the Leaves and Accommodations Team for assistance.
- If you receive documents containing medical information, immediately forward them on to the Accommodation Team. Do not keep medical records in departmental files.
- You should not ask the employee for personal medical information or about the disability itself; your focus should be on the workplace modification being requested.
- If an employee does choose to disclose such information, advise them that you will keep the information confidential, and redirect them to the Accommodation Team if they have questions about accommodation procedures or policies.
Workplace Accommodation Notice
Portland State University is an equal opportunity employer and does not discriminate on the basis of race, religion, color, sex, age, national origin, disability, veteran status, sexual orientation, gender identity, gender expression or any other classification protected by law.
Portland State University will make reasonable accommodations for known physical or mental disabilities of an applicant or employee as well as known limitations related to pregnancy, childbirth or a related medical condition, such as lactation, unless the accommodation would cause an undue hardship. Among other possibilities, reasonable accommodations could include:
- Acquisition or modification of equipment or devices;
- More frequent or longer break periods or periodic rest;
- Assistance with manual labor; or
- Modification of work schedules or job assignments.
Employees and job applicants have a right to be free from unlawful discrimination and retaliation
For this reason, Portland State University will not:
- Deny employment opportunities on the basis of a need for reasonable accommodation
- Deny reasonable accommodation for known limitations, unless the accommodation would cause an undue hardship.
- Take an adverse employment action, discriminate or retaliate because the applicant or employee has inquired about, requested or used a reasonable accommodation.
- Require an applicant or an employee to accept an accommodation that is unnecessary.
- Require an employee to take family leave or any other leave, if the employer can make reasonable accommodation instead.
For more information on workplace accommodations review the information on the PSU Human Resources Employee Accommodations web page.
To make a request for accommodation please login to submit an ADA Request form.
To Discuss concerns or questions about this notice, please contact the HR Leaves and Accommodations Team at 503-725-4926 or email leaves@pdx.edu.
ADA and Accommodations Facts