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FAQs for Supervisors and their Departments
1. What is a disability?
2. Can I ask an employee if she has a disability or medical condition?
3. What do I do if my employee’s disability or medical condition is affecting his job performance?
4. What is a reasonable accommodation?
5. I’m providing accommodations for my employee, and her co-workers have questions. What do I tell them?
6. I have a job applicant with a disability. What can I ask him?
As defined by law, a disability is a substantial limitation in one or more major life activities. Since this legal definition is quite subjective, DS focuses on what accommodations/adjustments would be reasonable in an individual situation.
2. Can I ask an employee if she has a disability or medical condition?
No. An employee’s medical information is personal and confidential. If the employee is exhibiting inappropriate behavior or poor performance, address those issues with respect to the desired outcomes of the employee’s position. Please feel free to contact DS if you would like to discuss a situation in depth.
3. What do I do if my employee’s disability or medical condition is affecting his job performance?
As a supervisor, you need to address performance. When you talk with your employee about her performance, be sure to refer her to University resources such as DS and the Employee Assistance Program, if it seems appropriate.
4. What is a reasonable accommodation?
A reasonable accommodation is a change in the means by which an individual meets the desired outcomes of a position. A reasonable accommodation does not change those desired outcomes.
You can tell co-workers that you, as the supervisor, have approved the changes in how your employee completes her job. You should not tell co-workers the employee’s medical information or even that you are providing an accommodation.
6. I have a job applicant with a disability. What can I ask him?
During the interview process, make clear the requirements of the job and make sure that all questions are job related. If the job applicant with the disability is the most qualified applicant, offer him the position. Then ask the applicant if he needs an accommodation to perform the job duties.
