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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 Accomodations Process Flowchart

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