The following is a list of frequently asked questions. Many people are not aware of the types of accommodations available, how they are determined and the process for obtaining them. The ADA Office is the main office on campus where questions about the impact of disabilities is addressed. The Academic Enrichment Center is the place for students with learning disabilities or ADHD but the ADA Office is also involved in determining accommodations for those students as well. Please contact us if there are other questions and answers you would like on this site or if your question is not answered.
Q: Are all students and employees with disabilities registered with the ADA Office?
A: No, having a disability does not automatically qualify you for accommodations. You only need accommodations if the disability is substantially limiting and an accommodation provides equal opportunity for you. Many people with disabilities do not need specific accommodations.
Q: Are students with disabilities who are admitted allowed into every program and activity on campus?
A: Admission to some specific programs with technical standards might not be possible for some disabilities, however it is determined on a case-by-case basis with or without reasonable accommodations. If you are in doubt, please contact the specific program you are interested in. Activities generally are accessible to all, however make sure you make accommodation requests in advance of participating in the activity.
Q: How do students, employees and staff register with the ADA Office?
A: Make an individualized appointment with the Coordinator to discuss your disability and how it effects you academically or on the job. Be prepared to provide documentation.
Q: If I sign a release, who is entitled to see my medical or psychological documentation?
A: The documentation is kept in a separate file in the ADA Office for both students and employees who register. The information in that documentation can only be released on a need-to-know basis in order to provide the reasonable accommodations. The information is kept as confidential as possible. FERPA is the act for students' documentation and for employees, the documentation is to be kept separate from employee records.
Q: Is there a separate admission process for students?
A: No, admission to the University and specific programs is made without regard to disability. There is a place on the application for students to write an essay on their own accomplishments and challenges but it is not mandatory. Please do not send documentation to admissions.
Q: Is there any consideration given to persons with disabilities in the employment process?
A: If you need an accommodation in the application process, please notify human resources or the department you are applying to. You must be able to perform the essential functions of the job, with or without accommodations.
Q: What happens if I'm not registered and my disability becomes such that I need accommodations? What happens if I am being informally accommodated by my instructor or supervisor?
A: Accommodations, through the ADA Office, can only start when you register and provide the information that is needed to determine eligibility. Accommodations are not provided retroactively, they start if and when you register and sign a release.
Q: What happens if the student or employee refuses the accommodation or doesn't want one?
A: The person with a disability has the right to refuse any accommodation. Some people feel that registering with the ADA Office gives them a "label". While there is an effort to keep documentation as confidential as possible, others who are involved in implementing accommodations do need to know the nature and severity of the disability at times in order to provide accommodations.
Q: What if a person with a disability does not do well academically or perform to acceptable standards on the job?
A: Students with disabilities and employees on the job must perform at satisfactory levels with or without reasonable accommodations. Both must be "qualified" and be able to perform the essential functions of the class or job. Modifications and adjustments are possible and are determined on a case-by-case basis depending on the need. Again, the individual must be registered, and acknowledge the disability and need for accommodations. Students can fail classes, and employee can be fired without their civil rights being violated even if accommodations are provided. There is no guarantee of success, access is the key word.
Q: What if I have a student in my class or an employee who seems to have a disability?
A: For students, it is important to provide a syllabus statement inviting students who think they might need an accommodation to contact the ADA Office. For employees, you can ask a person who seems to be struggling with an issue if they need any help but generally it is up to the person to ask for an accommodation. For employees, please refer to the information on the process for accommodations that can be accessed on the EEOC website, www.eeoc.gov/types/ada.html.
Q: What if I have a temporary medical condition?
A: A temporary medical condition, while not usually covered by the ADA, has some short term accommodation provisions. Typically, rides are given by public safety on campus but the service is limited. Exams can be taken in the ADA Office for students with a broken arm or finger. Other accommodations are possible on a case-by-case basis. Employees typically can work out short term needs with their supervisor. In the event that the temporary condition becomes permanent, the individual has the option of registering and continuing the accommodations.
Q: Who is obligated to provide and monitor the accommodation/s?
A: The University, as a whole, has an obligation to make sure the approved accommodations are provided and monitored. However, the person with the disability has the primary responsibility to notify the instructor, the ADA Coordinator or the supervisor if accommodations aren't working. Sometimes accommodations need to be changed or altered to make sure equal access is provided.
Q: Who pays for the accommodations?
A: The person with the disability does not pay for the accommodation itself. The ADA Office typically funds any costs incurred for students and the departments are expected to pay for employee's accommodation costs. There often are reasonably priced accommodation options so contact the ADA Office for information. The person with the disability typically knows what works. We have an obligation to provide a meaningful accommodation, not always the first choice of the requestor.
Q: Who is responsible for determining appropriate and reasonable accommodations?
A: The ADA Office is the where decisions are made about accommodations based on the documentation that is provided and other pertinent information. Each accommodation is based on a case-by-case basis. For Learning Disabilities and ADHD see the Academic Enrichment Center website, www.aec.udel.edu.
University of Delaware Office of the Americans with Disabilities Act
The Office of Human Resources
413 Academy St., Room 165
Telephone 831-4643 :: TDD 831-4563 :: Fax 831-3261
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Last Updated: Mar 10 2006
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