LSU is committed to creating and maintaining a community that improves opportunities for all, including qualified individuals with disabilities. No qualified individual with a disability shall, on the basis of disability, be excluded from participation in or denied the benefits of programs, services and activities of the University, or be subject to discrimination.
Reasonable accommodations are afforded to qualified individuals. A reasonable accommodation is one that allows the person with a disability to participate in a comparable way as those without disabilities (for example, enabling an employee able to perform essential job functions) without imposing “undue hardship.” Reasonable accommodations shall be made in a timely manner and uniquely tailored to the individual requestor.
Undue hardship is explained by the ADA National Network as an “‘action requiring significant difficulty or expense’ when considered in light of a number of factors. These factors include the nature and cost of the accommodation in relation to the size, resources, nature, and structure of the employer's operation. Organization would be considered, as well as the financial and administrative relationship of the facility to the larger organization.”
Disability Services (DS) is responsible for reviewing students’ disability documentation to determine eligibility for accommodations, auxiliary aids, and adjustments in accordance with federal and state laws. Additionally, Disability Services collaborates with faculty, staff, and LSU departments to assist in providing accommodations to ensure access to University programs, activities, and services for students with documented disabilities. More information on the services Disability Services provides to students can be found at www.lsu.edu/disability/. Disability Services also provides service to students engaged in field work and LSU affiliated internships, in addition to LSU affiliated study abroad and LSU Online programs.
The ADA Coordinator within The Office of Civil Rights and Title IX (OCR/TIX) is responsible for reviewing accommodation requests from employees with disabilities. Employees served in may include student employees, faculty, staff and others in an employment capacity.
Employee accommodation process:
- Submit ADA Employee Accommodation Form Request. Once the request is made via the portal, an email notification is sent to the ADA Coordinator. Confirmation of successful completion is evidenced to the requester by a green checkmark and “Application Submitted" on the webpage directly after submission.
- Supporting documentation. Please upload your Healthcare Provider Form once your accommodation request has been submitted. You may do so via the webpage at the same time as your application or via the “Upload Documentation” link received in your confirmation email.
- Eligibility Determination. The ADA Coordinator, or designee, will review the employee request and supporting documentation, if needed, to begin the interactive process.
- Accommodation Determination. If determined to be a qualified individual with a disability, the interactive process will begin with the employee, supervisor, and/or unit head.
- Implementation. The ADA Coordinator will determine and implement a reasonable accommodation via an Accommodation Plan, which will be shared with the employee and, when necessary, supervisor. In order to consider and address accommodation requests, the ADA Coordinator may consult with other campus administrative units, e.g. Human Resources, Facility Services, Information Technology Services, as appropriate, on an as-needed basis, taking precautions to ensure the staff member’s privacy with respect to any health conditions and treatment
- Timeline for Processing. In employee cases, the University will use good faith efforts to implement reasonable accommodations within thirty (30) business days of receipt of the required documentation for the requested accommodations.
- Appeals. Appeals of accommodation decisions may be made in accordance with LSU’s PS-26.
Program Participants and Visitors
Departments, organizations, auxiliaries, or affiliated entities are responsible for ensuring that their programs, events, goods and services are accessible to the maximum extent feasible, and must provide an opportunity for individuals to request accommodation as well as respond appropriately to any request for accommodation (in consultation with the ADA Coordinator and/or Disability Services). Please see the section on Event Planning for additional guidance. Hosting departments and organizations are responsible for cost of accommodations and also annual reporting to the ADA Coordinator on all accommodation requests.
The Family Medical Leave Act (FMLA) provides job-protected leave for qualifying events. Qualifying events may include, but are not limited to, disability related needs. The Office of Human Resource Management is responsible for review of FMLA requests. Find out more about the Family Medical Leave Act.