Accommodations

The Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act of 2008 (ADAA), in conjunction with University policy, assure individuals with qualifying disabilities are provided with the same opportunities for access to employment and participation in the workplace as individuals without disabilities. Human Resources assists individuals with disabilities and departments in the identification of applicable reasonable accommodations through the interactive process.

UAM 1,925: Definitions and Guidelines to Address the Needs of Employees with Disabilities

The University is committed to engaging in the interactive process to provide a reasonable accommodation of an employee's sincerely held religious, ethical or moral belief that conflicts with a work requirement through the interactive process.

UAM 1,940: Policy on Religious Accommodation for Employees

The University of Nevada, Reno is committed to providing a place of work and learning free of discrimination on the basis of a person's age (40 or older), disability, whether actual or perceived by others (including service-connected disabilities), gender (including pregnancy-related conditions), military status or military obligations, sexual orientation, gender identity or expression, genetic information, national origin, race (including hair texture and protected hairstyles such as natural hairstyles, afros, bantu knots, curls, braids, locks and twists), color, or religion (protected classes). Where discrimination is found to have occurred, the University will act to stop the discrimination, to prevent its recurrence, to remedy its effects, and to discipline those responsible.

It is the applicant’s responsibility to inform the University that an accommodation is needed in the application process. Applicants for university positions may request accommodation in the application and selection process to include testing and specialty requirements by contacting Human Resources at jobs@unr.edu. 

Generally, it is the employee’s responsibility to inform the University that an accommodation is needed to enable the employee to perform the essential functions of the job. A request for an accommodation can be made at any time during the course of an individual’s employment. The request may be made to the employee’s supervisor or Human Resources. Supervisors should encourage the employee requesting the accommodation to click submit request and complete the form. The requesting employee should also be referred to Human Resources. 

The ADA broadly defines a covered disability in three different ways in terms almost identical to current federal law under the Rehabilitation Act and the Fair Housing Act. Specifically, an individual has a covered disability if the individual either:

1. “has a physical or mental impairment that substantially limits one or more major life activities of such individual”; or
2. "has a record of such an impairment”; or
3. “[is] regarded as having such an impairment.”

Documentation is required when the need for accommodation or the disability is not obvious or visible. Medical documentation obtained by HR is confidential.

For a full explanation of the ADA process, please visit the UAM 1,1925, Section III.

Human Resources facilitates an informal interactive process between the employee and management.  The interactive process is a collaborative conversation between HR, the employee and management that assures each member participates in the identification of accommodations that would reduce barriers to the performance of essential functions. The interactive process begins when the employer is made aware of a disability. 

The employee must participate in the interactive process and follow through with reasonable accommodations agreed upon during the process. Management must participate in the interactive process and is responsible for assuring approved accommodations are implemented within 30 days unless extenuating circumstances occur. Any delay should be reported to HR.

For a full explanation of the ADA process, please visit the UAM 1,1925, Section III.

An accommodation, in general, is any change made to the application process, work environment or work processes that removes workplace barriers and enables an individual with a disability or religious need to maintain access to employment. An accommodation that would create an undue hardship for the university and/or require the university to violate its policies or local, state or federal law is not reasonable.

Applicant: modifications to a work environment and/or processes that enable a qualified individual with a disability to apply and be considered for a position.

Employee: modifications to the work environment and/or processes that assure a qualified employee with a disability has the opportunity to perform the essential functions of the position and/or to access and receive all benefits and opportunities afforded by the employer to employees without disabilities.

Accommodations may be reconsidered or re-evaluated at any time to ensure the accommodation is effective.

For a full explanation of the ADA process, please visit the UAM 1,1925, Section III.

A fundamental job duty of a position. An employee must be able to complete the essential functions of their position with or without accommodation.

For a full explanation of the ADA process, please visit the UAM 1,1925, Section III.

Human Resources maintains dedicated positions to facilitate the interactive process. A position within HR is designated as the Accommodations Coordinator and is responsible for decisions.

Employees and supervisors will receive a letter stating the approved accommodations. If the employee is dissatisfied with the result, they may file a request for reconsideration to the Accommodations Committee as defined in the UAM 1,925.

For a full explanation of the ADA process, please visit the UAM 1,1925, Section III.

In most cases, the employee’s department is responsible for the cost. The cost of accommodation, if any, shall be shared equally by the dean or vice president and the Office of the Provost.

The Americans with Disabilities Act (ADA) defines a Service Animal as a dog or miniature horse “individually trained to do work or perform tasks for the benefit of an individual with a disability, including, but not limited to, guiding individuals with impaired vision, alerting individuals who are hearing impaired to intruders or sounds, providing minimal protection or rescue work, pulling a wheelchair, or fetching dropped items” (28 CFR Ch. 1 § 36.104). If an animal meets this definition, it is considered a Service Animal regardless of whether it has been licensed or certified by a state or local government or a training program.

All service animal requests are handled through the Disability Resource Center.

Policy regarding Animals on University Property

It is the policy of the University of Nevada, Reno, in compliance with the provisions of the Americans with Disabilities Act of 1990 and Section 504 of the Rehabilitation Act of 1973, to provide reasonable accommodations to meet the academic needs of students with disabilities. The Disability Resource Center (DRC) is authorized by the President of the University of Nevada, Reno, to prescribe such accommodations. If you are a student, contact the Disability Resource Center to request ADA accommodations.

Individuals who believe they have experienced retaliation or reprisal for engaging in the ADA process, are encouraged to file a report with Equal Opportunity/Title IX. Additionally, applicants and employees have the right to report discrimination and harassment to the University Office of Equal Opportunity & Title IX or the U.S. Department of Education, Office of Civil Rights. Complaints may also be filed with the U.S. Department of Justice.