Accommodation of Prospective and Current Employees (Disability)
The Office of Equal Opportunity (OEO) serves as New York University’s (NYU) coordinator for compliance with the employment provisions of the Americans with Disabilities Act and other federal, state, and local analogues. Collectively, these laws require employers to provide reasonable accommodations to qualified prospective and current employees with disabilities, unless doing so would cause undue hardship.
Types of Accommodation
Reasonable accommodation of prospective employees (pre-conditional offer of employment) may include modifications or adjustments that would enable a qualified prospective employee with a disability to engage in the application or interviewing process.
Reasonable accommodation of prospective employees (post-conditional offer of employment) and current employees may include modifications or adjustments that would enable a qualified employee with disability to: (i) perform the essential functions and requisites of the position, or (ii) enjoy the benefits and privileges of employment equal to those enjoyed by similarly situated employees without disabilities.
Process & Procedure
Requests for accommodation can be made to OEO in person (at the address 665 Broadway, NY, NY 10003), by phone (at the number 212-998-2370), or by email (email@example.com). The prospective or current employee or someone acting on the individual’s behalf (e.g., a family member, friend, health professional, or other representative) may make the request.
Interactive Process and Cooperative Dialogue. Upon receiving a request for accommodation, OEO will engage with a prospective or current employee in what is known as the “interactive process and cooperative dialogue.” The purpose of the interactive process and cooperative dialogue is to understand the needs of the prospective or current employee and, based on the circumstances, to identify any reasonable accommodations. Please take note that, in accordance with applicable law, OEO may require that the prospective or current employee provide medical documentation confirming that the prospective or current employee has a disability and needs a reasonable accommodation.
Upon reaching a final determination at the conclusion of the interactive process and cooperative dialogue, the OEO will provide the requestor with a written final determination identifying any accommodation granted or denied.
Information and documentation regarding a prospective or current employee’s disability shall be kept confidential in accordance with applicable law.
Effective Date: October 2, 2018
Supersedes: May 9, 2017