(2)(3)
Disclosure of disability and documentation.
(a) Disclosure is a matter of choice. An
employee with a disability may choose not to request reasonable accommodations
unless the disability presents a direct threat to the health or safety of
others.
(b)
Upon request of employees with disabilities, the university
will make efforts to provide reasonable accommodations; however, the university
is unable to make accommodations that impose an undue burden, present a direct
threat to the health or safety of others, or fundamentally alter the nature of
its programs, services, or activities.
(b)(c) However, employees
who choose to request an accommodation must disclose the underlying disability
and provide documentation as required under this rule.
(c)(d)
Request for reasonable accommodation forms may be obtained from, and upon
completion should be returned to, the department of human resources.
(d) (e)
Review
(i) The director of human resources
or his/her designee will review the request for
reasonable accommodation forms. An employee may be required by the director of
human resources to provide further information or documentation.
(ii) The director of human resources
or his/her designee will notify the applicant or
employee in writing of the decision concerning the requested accommodation, and
a copy will be sent to the employee's department head
may grant the request or refer the request to the
disabilities and accommodations committee as set forth in paragraph (D) (3) of
this rule.
(e)(f) Professional
verification of disability
(i) Employees with
a disability who request reasonable accommodations may be required to provide
current written verification of the disability certified by a licensed
physician, psychologist, audiologist, speech pathologist, rehabilitation
counselor, physical therapist, occupation therapist or other health care
provider who is qualified to diagnose or treat the disability in the state of
Ohio. Further documentation may be required. Documentation should reflect the
employee's present level of functioning in the major life activity affected by
the disability and the effect the disability has on the employee's role at the
university.
(ii) Responsibility for
the cost of the initial professional verification of a disability and any
supplemental assessments will be borne by the employee requesting
accommodation. Responsibility for the cost of obtaining additional professional
opinions requested by the university will be borne by the university.
(f)(g) Records and
retention
All information regarding the disability and any reasonable
accommodations will be maintained in the office
responsible for occupational health.
by
The
the
department of human resources in accordance with the records retention schedule
will maintain the files of applicants who are not hired who have made an
accommodation request.
(3) The disabilities and
accommodations committee ("committee"):
(a) Jurisdiction
The committee reviews those matters
appealed by an employee or those cases referred to it by the director of human
resources. The committee will review each matter on a case-by-case
basis.
(b) The voting membership of the
committee shall include the:
(i) Director of human resources, who
shall serve as the chair;
(ii) Dean for faculty
affairs;
(iii) Affirmative action officer, if
the affirmative action officer is not the director of human resources;
and
(iv) One representative appointed by
the office of the president.
(c) The chair may invite others to
attend the meeting as necessary to assist the committee.
(d) Meeting minutes shall include:
the dates of meetings, names of persons in attendance, issues on the agenda and
the final decisions made. Minutes will be stored in the department of human
resources in accordance with the university's records retention
schedule.
(4) Notification The director of
human resources or designee will notify the applicant or employee in writing of
the decision concerning the requested accommodation, a copy will be sent to the
employee's department head.