Please keep the following in mind:

• Submission of a request does not guarantee approval of a specific accommodation.
• The accommodation provided may differ from the accommodation originally requested if multiple effective options are available.
• State and federal ADA guidelines allow employers to select among effective accommodation options that enable an employee to perform the essential functions of their position.
• Accommodations are not implemented until all required documentation, reviews, approvals, and notifications have been completed.

Northland’s goal is to create an inclusive and accessible workplace where employees with disabilities can fully participate in all aspects of employment and successfully perform their job responsibilities.

Employees seeking a workplace accommodation should complete the Request for ADA Reasonable Accommodation Form and submit it to Human Resources by emailing hr@northlandcollege.edu.

Once received, Human Resources will review the request and determine whether it should be processed under the ADA, FMLA, or another applicable policy.

The ADA accommodation process is a collaborative conversation between the employee and Human Resources. The goal is to identify reasonable accommodations that effectively support the employee while meeting operational needs.

The process generally follows these steps:

1. Human Resources provides the employee with:
   • ADA Authorization for Release of Medical Information Form
   • Request for ADA Reasonable Accommodation Form
2. The employee completes and returns the required forms to Human Resources.
3. Human Resources sends the authorization form and medical questionnaire to the employee’s healthcare provider.
4. The healthcare provider returns the completed documentation to Human Resources.
5. Human Resources reviews the information and may request additional clarification if needed.
6. If the condition qualifies under the ADA, Human Resources consults with the employee’s supervisor to explore accommodation options.
   • Supervisors are not informed of the employee’s disability.
   • Supervisors are informed only of accommodation considerations necessary to support the employee’s work.
7. Additional information may be requested from the employee, healthcare provider, or supervisor as needed to complete the interactive process.
8. Once an accommodation is approved, Human Resources prepares and distributes the accommodation agreement for review and signatures. Accommodation arrangements may be reviewed periodically to ensure continued effectiveness.
9. If the employee disagrees with the accommodation determination, they may continue discussions with Human Resources. If a resolution cannot be reached, the employee may submit an Accommodation Appeal Form to the Office for Institutional Equity & Access (OEA).