The Syracuse University Reasonable Accommodations Process

If you have a long-term or temporary condition that requires a modification or adjustment to your work environment, you may want to request a reasonable accommodation. Here is the process:

1. Read this page in its entirety to understand the process and review the Syracuse University Reasonable Accommodations FAQs.
2. Download and review the Determination of Disability form.

Review and complete this form with your medical provider. If you face a barrier getting this form completed, contact the disability access team for guidance about alternative information.

1. Submit the Determination of Disability form or acceptable alternative form.
2. A member of the Syracuse University disability access team will contact you.
3. The Syracuse University disability access team will work with you and the appropriate on-campus people to determine the reasonable accommodation(s) for you.
4. Notice of the decided reasonable accommodation(s) is issued from the Syracuse University disability access team to the employee and their supervisor.  Learn more about the supervisor’s role in this process.

Please note that employers have discretion regarding adjustments or modifications to job tasks. The decision as to the appropriate accommodation for a specific individual is based on the facts of each case and how the accommodation will enable the person with a disability to do the job in question.

The Syracuse University disability access team prides itself on responding to requests for accommodations in the most expedient fashion.  Generally responses are issued within two business days. Note: the process may differ based upon the nature of the request.

Syracuse University Reasonable Accommodation Guidance

In accordance with the Americans with Disabilities Act (ADA), the New York State Human Rights Act (NYSHRL), and Fair Housing Act Amendments, Syracuse University (the University) does not discriminate against applicants, employees, students, or guests with qualifying disabilities.

It is the policy of the University to comply with the ADA and all related federal, state and local laws, regarding employment of persons with disabilities in every respect, including application procedures, hiring, advancement, discharge, compensation, training, and other terms/conditions of employment.

Americans with Disabilities Act (ADA)

If now or at any point in your employment, you are experiencing a condition/impairment that you believe substantially limits one or more major life activities, you may have a qualifying disability within the meaning of the ADA.

New York State Human Rights Law (NYSHRL)

If now or at any point in your employment, you are experiencing an impairment that prevents the exercise of a normal bodily function, you may have a qualifying disability within the meaning of the NYSHRL.

Fair Housing Act Amendments

If now or at any point in your employment, you are experiencing a condition/impairment that you believe substantially limits one or more life activities, you may have a qualifying disability within the meaning of the Fair Housing Act.

Discrimination and Retaliation Policy

In accordance with the ADA, New York State Human Rights Law, and the Fair Housing Act Amendments, the University strictly prohibits discrimination and harassment of applicants/employees with qualifying disabilities.

The University strictly prohibits retaliation against any individual who requests reasonable accommodation(s), complaints about disability discrimination/harassment, and/or participates as a witness in an investigation of alleged disability discrimination/harassment.

If you believe you have been subjected to discrimination or retaliation as described above, you should report this to your immediate supervisor and/or the Office of Equal Opportunity, Inclusion & Resolution Services.