91ÉçÇø

What is a reasonable accommodation?

A reasonable accommodation is a modification to the work environment or the way a job is typically carried out that allows a qualified individual to perform the essential functions of the role. 

It is the responsibility of the individual to request such accommodations via the campus ADA Coordinator.

What is the American Disability Act (1990) and an ADA Coordinator?

The , the world's first comprehensive civil rights law for people with disabilities, prohibits discrimination against people with disabilities: in employment (Title I), in public services (Title II), in public accommodations (Title III) and in telecommunications (Title IV).

The role of the ADA Coordinator is to ensure that all individuals with disabilities are provided with the necessary support and accommodations in accordance with federal and state laws and regulations, including the ADA and Sections 503 and 504 of the Rehabilitation Act of 1973. The ADA Coordinator is available to provide assistance to faculty and staff in a courteous and professional manner and to work collaboratively with you to find effective solutions that meet your specific needs.

The process should be interactive and include input from the employee, manager or director.

Who is eligible to apply for accommodation under ADA?

Open to employees, including student employees and volunteers.

91ÉçÇø Designee for Reasonable Accommodation (DRA)

If you are an employee of 91ÉçÇø and need a reasonable accommodation to perform the duties of your job, prefer to the Request for Accommodation process below or contact one of the following staff members.

• Ada Robinson-Perez, Affirmative Action Officer & Title VI Coordinator
  Library South Ground 610, 607-777-3660, arobins@binghamton.edu
• Sara DeClemente-Hammoud, Director of Human Resources
  Administration Building 238B, 607-777-4939, declemen@binghamton.edu
• Adam Chavez, Director of Human Resources, Research Foundation
  Biotechnology Building 1215, 607-777-4266, chaveza@binghamton.edu
• Joseph Schultz, Associate Vice President for Human Resources
  Administration Building 238A, 607-777-2187, jschultz@binghamton.edu

Request for Accommodations Process

The accommodation process depends on effective communication among all parties to achieve successful outcomes and compliance with the ADA. 

1. Employees needing accommodation may be referred to the ADA coordinator or designee and directed to fill out the Application to Request Reasonable Accommodation of a Disability - Section A form; job search applicants may submit a request via our .
2. The application will be kept by the ADA coordinator in a confidential file.
3. The ADA coordinator will review the employee's accommodation request and schedule a brief meeting to discuss the request.
4. The employee will be asked to share the essential functions of their job and may be requested to provide documentation from their medical or healthcare provider. /offices/oea/docs/pdfs/reasonable-accommodation-section-c-accessible.1.pdf - this form is completed by the ADA coordinator.
5. Documentation should include the nature of the impairment, its severity, the duration, the activities limited by the impairment(s) and the extent to which the impairment(s) limits the employee's ability to perform the job's essential duties and functions.
6. The ADA coordinator will meet with the involved parties, including the direct supervisor or chair, to review the plan requested by the employee. The meeting will focus on the accommodations, NOT the disability.
7. Once an agreement is reached, the employee will receive confirmation of the  accepted accommodation plan (Initial Response to Request for an Accommodation - Section B - this form is completed by the ADA coordinator), If a modified plan of the initial request is issued, the employee is asked to accept or decline the plan in writing (Notification of Agency Determination - Section D - this form is completed by the ADA coordinator).
8. When the plan is confirmed and accepted it is formally active and remains in a confidential file in the Office of Equity and Access.
9. Accommodations are not retroactive and only begin after the plan is accepted and received in writing by the supervisor/chair and employee. The accommodation plan is reviewed annually. However, the employee may request a modification or discontinue the plan at any time.
10. On rare occasions, if an agreement cannot be reached and the request for Reasonable Accommodation process has been exhausted, the employee will receive a Notification of Agency Denial of Reasonable Accommodation - Section E - this form is completed by the ADA coordinator.

Appeals Process:

91ÉçÇø will do its best to assist each employee through the Request for Accommodations process to address an ADA accommodation need. However, there may be times when an agreement cannot be reached. If you are dissatisfied with the determination from your Request for Accommodation, the following options are available to you:

• • You may choose to accept this decision and end the process; or

  • You may choose to request a separate review of your accommodation request by contacting the Vice President of Diversity, Equity and Inclusion. The Vice President will conduct a thorough review of the application to make a final determination within 10 business days.

  • If you believe that you have been unfairly denied a reasonable accommodation, you may choose to file an internal Discrimination Complaint.

External Reporting Agencies:

• • In addition to the options stated above, other agencies assistance may also be available. These include, but are not limited to:

    • ;

    • or any appropriate federal oversight agency under the Americans with Disabilities Act; filing an inquiry/complaint with any compliance agency designated under Sections 503/504 of the Rehabilitation Act of 1973; and

    • filing a private right of action to challenge the alleged discriminatory act, under the New York State Human Rights Law, or any applicable statute.

For additional questions, please contact the ADA Coordinator at 607-777-4775 or oea@binghamton.edu or the Office of Human Resources at 607-777-2187.

To Report an Access Concern

To report a physical accessibility barrier or concern with general campus access (e.g., door outage, sidewalk problems, loose paver) use the Physical Accessibility Reporting Form:

To report an electronic accessibility barrier or concern (e.g., captioning on website or social media, PDF access) use the Electronic Accessibility Reporting Form:

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Community Resources

The Southern Tier Independence Center (STIC) provides services to empower Deaf and Hard of Hearing people. 91ÉçÇø contracts with . Contact the ADA Coordinator for assistance with coordinating an ASL Interpreter: 

STIC Interpreter Services Coordinator: 
(607) 238-2694 (24 hr cell)
(607) 724-2111 ext 338 (Voice/TTY) or toll-free at (877) 722-9150
Email: interpreters@stic-cil.org

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Campus Resources

Accessibility at 91ÉçÇø

Assistive Technology

Commencement Accessibility Planning

Libraries Accessibility Services

Services for Students with Disabilities

Transportation and Parking

Web Accessibility

Professional Staff Senate Accessibility, Inclusion, Diversity and Equity (AIDE) Committee

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