Important Resources

ADA Accommodations

The university is an Equal Opportunity/Equal Access employer and therefore complies fully with the requirements of the Americans with Disabilities Act of 1990 (ADA), the ADA Amendment Act of 2008, and all other federal and state laws and regulations prohibiting discrimination on the basis of disability or handicap. Human Resources oversees the university's Disability and Accommodations policy (#0-108) as it relates to employment by determining eligibility for accommodation, and by reviewing and approving or denying requests for accommodation.

The purpose of an accommodation under the Americans with Disabilities Act (ADA) is to enable employees with a disability to perform the essential functions of the job.  Employers are required to provide a reasonable accommodation to qualified individuals with disabilities, except when such accommodation would cause an undue hardship. ADA may have interactions with other laws such as the Family Medical Leave Act and Workers’ Compensation. The HR Business Partner, ADA and Return to Work Programs, administers ADA and assists employees and departments with the process.

who is a qualified individual:

A qualified individual with a disability is a person who meets legitimate skill, experience, education, or other requirements of an employment position that he or she holds and who can perform the "essential functions" of the position with or without reasonable accommodation.

what is a reasonable accommodation:

A reasonable accommodation includes modifications or adjustments to the work environment, manner, or circumstances under which the position is customarily performed. Through the interactive process, a number of possible reasonable accommodations may be identified and provided to an employee.  Each case must be reviewed on an individual basis. Types of accommodations may include:

  • making existing facilities accessible;
  • job restructuring;
  • part-time or modified work schedules;
  • acquiring or modifying equipment;
  • changing tests, training materials, or policies; and
  • providing qualified readers or interpreters.

what is an undue hardship:

An undue hardship would be a requested accommodation that would pose significant difficulty or expense to the employer. An accommodation is not considered reasonable if it:

  • imposes financial difficulty;
  • is unduly extensive, substantial, or disruptive; or
  • would fundamentally alter the nature or operation of the business.

If you need to request an accommodation or you are a supervisor looking for more information, refer to the forms below or contact Central Human Resources at or (813) 974-5384.

To request an accommodation, the employee and the employee’s appropriate health care provider should complete the applicable forms listed below.  These forms are to be returned to Central Human Resources at the Tampa Campus. Medical documentation is maintained in a confidential file, separate from an employee’s personnel file, secured to the extent permissible under law.