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Information for Administrators, Managers, and Supervisors

If a job applicant or employee has a "hidden" disability (i.e., one that is not obvious) it is up to that individual to make the need for an accommodation known. If an applicant or employee has a known disability, such as a visible disability, that appears to limit, interfere with, or prevent the individual from performing job-related functions, the employer may ask the applicant to describe or demonstrate how s/he would perform the function with or without a reasonable accommodation.

If an employee with a known disability is not performing well or is having difficulty in performing a job, the employer should assess whether this is due to a disability. The employer may inquire at any time whether the employee needs an accommodation.¹

Administrators/Supervisors/Managers receiving inquiries and/or requests from hired employees regarding employment accommodations due to a disability related need must direct all employees to the EARC. 

• For guidance on performance and conduct related issues for employees with disabilities, please visit Equal Employment Opportunity Commission's (EEOC) publication entitled: EEOC Addresses Performance & Conduct Issues under the ADA. 
• For general ADA guidance related to employer responsibilities, please visit the Job Accommodation Network's (JAN) publication entitled: The ADA:  Your Responsibilities as an Employer. (Note:  Be sure to scroll all the way down to the "Additional Questions and Answers on the ADA" section of this webpage, as the Q&A provided are very informative.)

¹ http://www.jan.wvu.edu/links/ADAtam1.html

Auxiliary & Self-Support Information

Employees employed with Auxiliary & Self-Support Departments:

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