Americans with Disabilities Act (ADA) Policy
Under the Americans with Disabilities Act (ADA) any employee with a mental or physical disability may request an accommodation that would put in place measures to assist the employee in performing their job. LPS employees may request disability-related accommodations at any time. Supervisors may request disability-related accommodations if an employee discloses medical information that may fall under the ADA.
ADA Process for LPS Staff
There are important steps that must be taken to ensure a timely process, that include proper documentation, effective communication, and implementation. These steps provide equal opportunity for applicants, candidates, and employees with disabilities. Please follow these steps to initiate the process:
Step 1
Contact the ADA Coordinator at cknuth@lps.org to set up a confidential consultation. An employee may contact the ADA Coordinator directly or the employee may request their supervisor contact the ADA coordinator to initiate the process.
Step 2
Gather Important Documents
- Submit Accommodation Planning Request
- Medical Documentation
- Current Job Description
Step 3
Consult about your plan through the Interactive Process. The ADA Coordinator will coordinate a meeting with you and your supervisor to develop an accommodation plan. Once the plan is in place, copies of the Accommodation Plan will be provided to you and your supervisor, and LPS will maintain the original document.
Step 4
Revise the Accommodation Plan as circumstances change. You may request a revision of your accommodation plan if there are changes in your medical condition, job duties, or availability of accommodation resource or technology. It is the employee’s responsibility to request a revision of their accommodation plan.
Under the Americans with Disabilities Act, LPS is responsible for maintaining the confidentiality of your disability-related information.
Frequently Asked Questions
The American Disabilities Act prohibits discrimination against people on the basis of disability. Title I of the ADA prohibits discrimination against employees and applicants who have a qualified disability under the ADA. It requires employers to provide reasonable accommodations to employees with disabilities, unless it causes undue hardship.
A person is considered to have a disability under the ADA if they have a physical or mental impairment that substantially limits one of more major life activities. Employees and job applicants, who have a disability under the ADA, are protected from discrimination in employment-related decisions.
The interactive process is a collaborative conversation between an employee with a disability and the employer to identify and determine accommodations under the ADA.
An accommodation plan is a document that outlines specific adjustments or modifications made to help an individual with a disability perform the essential functions of their job. Both parties must work together in good faith to explore possible accommodations that will allow the employee to perform their job.
The type of accommodation will depend on your medical condition, the essential job functions impacted, and information received from your health care provider. Accommodations vary and not all people with disabilities require the same accommodation.
We communicate the accommodation plan with your supervisor and staff on a need-to-know basis. LPS is required to keep all disability-related information confidential and separate from personnel files.
A formal accommodation plan protects you in the event of a supervisory change. Your accommodation plan can be updated if your job duties change or you take a new job at LPS.
