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Equal Opportunity Office

Disability Services

DISABILITY SERVICES
         

  • What disability services are available at KUMC?
    • Employment accommodations e.g. work site modification, acquisition of assistive device, reduction in work hours.
    • Academic accommodations e.g. class site modification, elongated program, extra test taking time, separate testing location.
    • Assistance with physical access concerns e.g. repair of sidewalk ramps, installation of automatic door opener.
    • Education and training
    • Consultation and advice regarding disability issues

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  • Who may request disability services at KUMC?
    • Employees
    • Residents
    • Students
    • Applicants
    • Members of the general public

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  • How do I request an accommodation?
    • If you have a physical or mental impairment that substantially limits one or more major life activities and believe you require a reasonable accommodation in the application, employment or educational process please contact Carol Wagner, the EO/Disability Specialist, located in the Equal Opportunity Office, 1054 Wescoe on the KUMC campus. cwagner@kumc.edu
    • Employees, residents and students need to complete and submit a “Request for Accommodation” form that can be obtained from Carol Wagner cwagner@kumc.edu.  You and the EO/Disability Specialist will discuss the information on the form and the feasibility of providing the requested accommodation(s).
    • See the Accommodation of Individuals with Disabilities Policy and Procedure rev. 05-06 for information on the accommodation policy and procedure.
    • See the appropriate Protocol for Requests and Accommodations for additional information on requesting an accommodation.
    • Other university resources are:

School/Institution

Name

Email Address

Phone Number

School of Allied Health

Lou Loescher-Junge, P.T., M.S.

ljunge@kumc.edu

913-588-5278

School of Medicine

Mark Meyer, M.D.

mmeyer@kumc.edu

913-588-5289

School of Medicine, Wichita

Karen Drake

kdrake@kumc.edu

316-293-2603

School of Nursing

Rita Clifford, R.N., Ph.D.

rcliffor@kumc.edu

913-588-1619

Graduate Medical Education

Tim Bennett, M.D.
Alan Smith, Ph.D.

tbennet@kumc.edu
Alan Smith

913-588-3217
913-588-0031

Graduate Medical Education, Wichita

 

Penny Vogelsang

pvogelsa@kumc.edu

316-293-2665

Graduate Studies

Joe Bast, Ph.D.

jbast@kumc.edu

913-588-6219

Human Resources

John Matzeder

jmatzeder@kumc.edu

913-588-5080

Human Resources, Wichita

Lisa Brommer

lbrommer@kumc.edu

316-293-3525

Equal Opportunity, Disability Specialist

Carol Wagner

cwagner@kumc.edu

913-588-7813

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  • How do I document my disability in order to request an accommodation?
    • You need to submit medical documentation from your treating physician. If your disability is a physical or psychological one, examples of documentation are a report from your doctor stating your restrictions/limitations, a description of the current functional impact on your ability to perform the essential functions of your job or to meet the technical standards of your academic program.

    If your disability is a cognitive one, examples of documentation are a report from the professional who evaluated, the results of the neuron-psychological or psycho-educational assessment performed, your specific diagnosis, and the recommended accommodations and rationale for each. For additional information regarding documentation see the following Documentation Guidelines:

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  • What types of accommodations are available?
    • The accommodations available depend on your particular disability and the manner in which it impacts either your ability to perform the essential functions of your job (if you are an employee) or your ability to meet the technical standards and performance requirements of your academic program (if you are a student or resident.)

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  • How do I arrange to use my service animal on campus?
    • The University of Kansas Medical Center is committed to accommodating individuals with disabilities who use a service animal while on campus.
    • For additional information regarding the use of a service animal on campus see Service Animal Policy and Procedure.

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  • Is the information that I provide to the Equal Opportunity Office kept confidential?
    • Yes. It is shared only with those individuals who have a need to know about your particular circumstances. With students, this generally means the Dean and the School Disability Officer are provided the information. With residents, this generally means your Program Director and, with employees, this generally means the Department Director/Manager and your supervisor. The type and extent of information that is disclosed is determined on an as needed, case-by-case basis. In order for the Disability Specialist to coordinate, advise or administer the requested accommodations, disclosure of confidential information to supervisory personnel or faculty may be necessary and/or required. Generally, teaching faculty is not told diagnostic information. All documentation received regarding disability is kept in confidential files in the Equal Opportunity Office, separate from academic or personnel files of the individual.

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  • Who is eligible to receive an accommodation?
    • Academic: Students and residents can request an accommodation in the academic program. The university must provide a reasonable accommodation to a qualified student with a covered disability. A qualified person is one who, with or without a reasonable accommodation, can meet the technical standards of the academic program.
    • Employment: Residents and employees can request an accommodation in their employment setting. As an employer the university must provide a reasonable accommodation to a qualified person with a covered disability. A qualified person is one who, with or without a reasonable accommodation, can perform the essential functions of a job. A qualified person meets the following criteria:

The individual satisfies minimum qualifications established for the position, including:

        • Education and Training
        • Academic Degrees
        • Licenses or Certifications
        • Employment Experience
        • Specific Job Skills, Knowledge or Abilities
        • Professional Affiliations

The individual has a known mental or physical disability covered by the Americans with Disabilities Act (ADA) and can perform the essential functions of the job, or the technical standards of the program, with or without a reasonable accommodation.

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  • What is a reasonable accommodation?
    • A reasonable accommodation is a modification or adjustment which enables a qualified individual with a disability to apply for a job, to perform the essential functions of a job that does not result in “undue hardship” to the employer given the size of the business, type of operation, nature and cost of accommodation, or technical standards of an academic program. Generally, an accommodation is any effective change in the work or academic environment or in the way things are customarily done that enables an individual with a disability to enjoy equal employment and academic opportunities.

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  • What are some examples of reasonable accommodations in an academic program?
    • Examples of reasonable accommodation in an academic program could include:
      • Extended test taking time
      • Separate testing location
      • A reader
      • Note takers

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  • What would not be a reasonable accommodation in an academic program?
    • Examples of accommodations in an academic program that are unreasonable could include:
      • Unlimited test taking time
      • Exemption from test taking
      • Exemption from required attendance as a result of having a note taker

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  • What are some examples of reasonable accommodation in an employment setting?
    • Examples of reasonable accommodations in an employment setting could include:
      • Change in existing facilities to make them accessible and usable
      • Acquisition or modification of equipment or devices
      • Part time or modified work schedule
      • Job restructuring
      • Adjustment or modifications or training materials or policies

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  • What would not be a reasonable accommodation in an employment setting?
    • Examples of accommodations in a job that would be unreasonable could include:
      • Alteration of essential nature of job
      • Reassignment of person to permanent “light duty” position
      • Supply of personal benefit items such as hearing aide or glasses

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  • Are there accommodations that are automatically considered to be either reasonable or unreasonable?
    • Reasonable accommodations are determined on a case-by-case basis following the university’s reasonable accommodation process. For more information, contact the University EO/Disability Specialist-Carol Wagner, 913-588-7813 (voice), 913-588-7969 (TTD), cwagner@kumc.edu

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  • What is an “effective” accommodation?
    • An “effective” accommodation is a modification or adjustment that, in the context of a job, would enable the individual to perform the essential functions of the position. Similarly, an effective accommodation will enable an applicant with a disability to have an equal opportunity to participate in the application process and to be considered for a job. Finally, a reasonable accommodation will be effective if it allows an employee with a disability an equal opportunity to enjoy the benefits and privileges of employment that employees w/o disabilities enjoy. The employer is the entity that makes the final decision regarding the accommodation chosen. If one can be provided or obtained at a lesser cost than the one chosen by the employee and it would be equally as effective the employer can purchase the lesser expensive item.
    • An “effective” accommodation is a modification or adjustment that, in the context of an academic program, would enable the individual to meet the academic standards of the program. It would also allow the individual with a disability an equal opportunity to participate in the activities, services and benefits of the academic program that students or residents without disabilities enjoy. The university is the entity that makes the final decision regarding the accommodation chosen. If one can be provided or obtained at a lesser cost than the one chosen by the student or resident, and it would be equally as effective, the university can purchase the lesser expensive item.

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  • What is the relationship between a reasonable accommodation and the essential duties of a job?
    • When an applicant or employee with a disability requests an accommodation, the essential duties, physical and mental/cognitive requirements of the position are reviewed.
    • Consideration is given to the way the individual’s condition impacts their ability to perform the job. A determination is then made if an effective reasonable accommodation is possible.
    • A reasonable accommodation does not require eliminating essential duties or reassigning one to other employees.
    • Quality and quantity standards are not lowered for the employee with a disability.
    • The university is not obligated to provide an accommodation that will not be effective in enabling an applicant/employee to perform the essential duties.

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  • What is meant by an “undue hardship”?
    • An undue hardship refers not only to financial difficulty, but also to accommodations that are unduly extensive, substantial, disruptive, or those that would fundamentally alter the nature or operation of the business or nature of the course. To determine if the requested accommodation would create an undue hardship, the resources and circumstances of the particular employer or school are evaluated in relationship to the cost or difficulty of providing a specific accommodation. An employer or school must assess on a case-by-case basis whether a particular reasonable accommodation would cause undue hardship.

An employer or school does not have to provide a reasonable accommodation that would cause an “undue hardship.” Generalized conclusions will not suffice to support a claim of undue hardship. Instead, undue hardship must be based on an individualized assessment of current circumstances that show that a specific reasonable accommodation would cause significant difficulty or expense. A determination of undue hardship is based on several factors, including:

  • the nature and cost of the accommodation needed;
  • the overall financial resources of the facility making the reasonable accommodation; the number of persons employed at the facility; the type and location of facilities of the employer or school (if the facility involved in the reasonable accommodation is part of a larger entity);
  • the type of operation of the employer or school, including the structure and functions of the workforce or student population, the geographic separateness, and the administrative or fiscal relationship of the facility involved in making the accommodation to the employer; and
  • the impact of the accommodation on the operation of the facility.
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  • What is an essential function of a job?
    • Essential functions are duties which the applicant or employee must be able to perform, with or without an accommodation, in order to be considered qualified for the job. Typically, an essential function meets the following tests:
      • is a primary, fundamental purpose of the job
      • is actually performed
      • if removed, would fundamentally alter the job
      • usually occupies a large percentage of an employee’s time
      • can require special expertise or skills
    • Examples of essential functions:
      • Receptionist: communicating with callers and visitors, providing information
      • Computer Programmer: developing databases and web infrastructure
      • Clinical Faculty: providing training by demonstrating clinical activities, observing and evaluating trainee performance
      • Academic Faculty: teaching and evaluating students, undertaking scholarly activities, participating in community service
      • Utility Worker (Mover): moving furniture, heavy equipment, chemicals, construction materials; completing daily paperwork regarding work performed and job status
      • Supervisor: providing day-to-day direction and work review, appraising performance and organizing work schedules for one or more subordinates.

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  • What is a marginal function of a job?
    • Marginal functions are duties which are secondary to the purpose of the position. Individuals who cannot perform these functions, with or without an accommodation, can still be considered qualified for the job. Generally, a marginal function meets the following tests:
      • is secondary and less significant than essential functions
      • may or may not actually be performed
      • if removed, would not significantly alter the position
      • usually occupies a small percentage of an employee’s time
      • generally does not require special expertise or skills
      • may be easily reassigned or modified (This element is generally unit-specific. Answering the phone may be essential for a secretarial position in a small office because the duty cannot be reassigned; in larger offices with multiple secretarial positions, answering the phone might not be essential for each position.)
    • Examples of marginal duties:
      • Receptionist: caring for plants, arranging refreshments for meetings, ordering business cards for new employees.
      • Computer Programmer: reviewing technical publications for new software products
      • Faculty: grading multiple choice exams
      • Utility Worker (Mover): disassembling and reassembling furniture, crates, modular equipment
      • Supervisor: serving as back up receptionist, ordering supplies

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  • What are technical standards of an academic program?
    • Technical standards of an academic program are those physical, cognitive and behavioral standards required for the satisfactory completion of all aspects of the curriculum and the development of professional attributes required by all students and/or residents at graduation or completion.

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  • What is the relationship between a reasonable accommodation and the technical standards of an academic program?
    • When an applicant for admission to an academic program or student/resident with a disability requests an accommodation, the academic standards (GPA, required courses, etc) and the technical standards of the program are reviewed.
    • Consideration is given to the way the individual’s condition impacts their ability to meet the academic and technical standards for the program. A determination is then made if an effective reasonable accommodation is possible. A reasonable accommodation does not require eliminating academic or technical standards. The university is not obligated to provide an accommodation that will not be effective in enabling the applicant for admission, student or resident to meet the technical standards.

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  • What if I believe I have been subjected to discrimination or retaliation because of my disability?

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