Disability Accommodations

For employees, the Disabilities Services and Medical Leaves Office (DSMLO) within Human Resources oversees accommodation requests and also oversees medical leaves. Employees with disabilities may request reasonable accommodations through their immediate supervisor or their human resources officer, or may contact the DSMLO directly for assistance.  Decisions on whether an accommodation is required and if so, the specifics of the accommodation are made on a case-by-case basis through an interactive process with the employee requesting the accommodation. It is the responsibility of the employee requesting an accommodation to provide sufficient information, upon request, to support the need for the accommodation requested.

Employees are responsible for contacting the DSMLO if a reasonable accommodation approved by the DSMLO is not effectively implemented or is denied to them.

For students, Disability and Access Services (DAS) in the Division of Student Life oversees access and accommodation requests.  DAS ensures that qualified students with disabilities receive equal access to all of the Institute’s programs, activities, and services. DAS works closely with faculty members and students in determining reasonable accommodations. Faculty are responsible for working with DAS and the student to implement approved reasonable accommodations.

Students are responsible for contacting DAS if academic access is not provided or is not implemented in an effective manner for them. The DSMLO or DAS will work with Institute personnel and the individual with the disability to resolve disagreements regarding recommended accommodations.

Observed each October, National Disability Employment Awareness Month (NDEAM) celebrates the contributions of America’s workers with disabilities past and present and showcases supportive, inclusive employment policies and practices that benefit employers and employees.

To raise awareness among our community during NDEAM, and all year long,  all members of the Department of Chemistry community are encouraged to familiarize themselves with this series of valuable articles and resources.

The Disabilities Services and Medical Leaves Office assists employees with sick and medical leaves and with obtaining accommodations for those with documented disabilities. Learn about employee leaves and see how to request a leave.

The MIT EHS Industrial Hygiene Program provides ergonomic support for students and staff to help provide a workspace where you can be comfortable and productive.

Spending your workday sitting at your computer, standing in a lab or lifting heavy objects, performing day-to-day movements and repetitive actions can lead to a number of physical issues, from persistent muscle aches, tendon inflammation, and subsequent disability that in some cases may be permanent.

If you have any EHS related concerns or questions about ergonomics, please contact ehs-ergo@mit.edu or call 617-452-3477.

Between 15 – 20% of the world’s population has some kind of a (visible, invisible, temporary, situational, or permanent) disability. To create an inclusive web experience for all users, it is helpful to understand the ways in which different disability types need to access web content.

• Hearing (Deafness and Hard-of-Hearing). Users with hearing impairments can use the web if captions are provided for multimedia content (any video content that also has audio) and transcripts for audio-only content
• Visual (Blindness and Low Vision). Users with vision loss can rely on screen enlargement, keyboard-only navigation, and/or the use of screen reader technology. Access to information via these means is dependent on sizable fonts, good color contrast, and well-structured websites that label all elements properly
• Motor (Physical Impairments). Users with motor impairments are likely to use only a mouse, only a keyboard, voice or other inputs to control and navigate the web. Websites developed with flexibility of input options are more accessible to these individuals
• Cognitive. User with cognitive impairment rely on consistent navigation structure. Overly complex presentation, flickering, or strobing designs can be confusing to this group of users

MIT operates in accordance with the Americans with Disabilities Act (ADAAA), the Pregnant Workers Fairness Act of 2017, and any other applicable disability laws in providing reasonable work accommodations.

Under the ADAAA a person is considered to have a disability:

• if they have a physical or mental impairment that substantially limits one or more major life activity such as, but not limited to hearing, seeing, speaking, breathing, performing manual tasks, walking, caring for oneself, learning, or the operation of a major bodily function;
• has a record of having such an impairment; or
• is regarded having such an impairment.

An impairment does not necessarily constitute a disability. The degree of impairment must be significant enough to substantially limit one or more major life activity, and be documented by a qualified professional. The documentation must address the substantial limitation posed by the particular disability for which the accommodation is being requested. The employee requesting accommodation must submit medical information (diagnosis and prognosis) to help determine whether they meet federal and state criteria for a disability.

Documentation should recommend the appropriate reasonable accommodation that might enable the employee to fulfill the essential function of their job.

A reasonable work accommodation is any change or adjustment to a job or work environment that permits a person with a disability to participate in the job application process, to perform the essential functions of a job, or to enjoy benefits and privileges of employment equal to those enjoyed by staff and faculty without disabilities. Employees are responsible for initiating requests for a disability related workplace accommodation.

During the accommodation review process, MIT will do the following:

• Conduct a review of the employee’s job to identify the essential functions, equipment needs, and possible worksite modifications.
• Send a letter to the employee’s doctor—if necessary—outlining the essential functions of the job and requesting that the doctor provide a detailed report of the limitations imposed by the employee’s disability.
• Following the receipt of the Employee Reasonable Accommodation Request Form and the medical statement, the DSMLO and the employee will engage in an interactive dialogue to acknowledge, clarify, and discuss alternatives, if necessary. Included in the discussions are the employee’s supervisor, the Human Resources representative for the DLC, the HRO, and the DSMLO manager. The discussions will focus on whether the employee can perform the essential functions of the position with reasonable accommodation.
• Review, if applicable the employee’s workplace environment with representatives from other appropriate MIT offices, such as Environmental, Health and Safety, Facilities, and the Adaptive Technology Information Center.
• Request the help of outside agencies, if necessary, in reviewing the reasonableness of the accommodation requested.
• Review accommodation recommendations with the MIT Human Resources Officer,  local HR Officer and supervisor and the employee.
• The final determination for providing appropriate and reasonable accommodations rests with the Institute and will be provided to the employee in writing.
• The Institute is not required to provide an accommodation that will eliminate functions of the job in question or to provide an accommodation or service that is personal in nature, such as hearing aid or a wheelchair/crutches. Additionally the Institute is not required to lower performance, production, or conduct standards, or to alter attendance requirements expected of all employees.
• If the accommodation is appropriate and reasonable, the cost of the accommodation is primarily the department’s responsibility. If the cost is beyond department means, it may be shared by higher levels in the department’s reporting line. Any concerns regarding the feasibility of funding the accommodation should be directed to the DSMLO.
• The employee’s right to privacy must be respected in compliance with the Americans with Disability Act and MIT’s Policies & Procedures. To that end, supervisors and human resources personnel shall be provided information only when necessary to facilitate accommodations.

Employees who want to receive reasonable accommodation as a result of a learning disability must meet the following requirements:

• Provide documentation of disability as described above;
• Provide a comprehensive assessment, including a diagnostic interview, assessment of aptitude, academic achievement, information processing, and a diagnosis;
• Provide an assessment and diagnosis based on a comprehensive assessment battery that does not rely on any one test or subtest;
• Provide documentation that addresses both the nature and severity of the learning disability;
• Provide documentation from a qualified individual, namely professionals who would generally be considered qualified to evaluate specific learning disabilities, provided that they have additional training and experience in the assessment of learning problems in adults: clinical or educational psychologists, school psychologists, neuropsychologists, learning disabilities specialists, medical doctors, and other professionals.

Employees who request a reasonable accommodation for an Attention Deficit/Hyperactivity Disorder must also provide a statement of the presenting problem, evidence of early impairment, testing that verifies a pattern of inattention and/or hyperactivity/impassivity that currently affects the functional limitation of the employee, identification of DSM-IV criteria for ADHD, and a report summary and rationale for accommodations using evidence from the evaluation. Professionals approved for evaluating ADHD are licensed physicians, neuropsychologists, and psychologists.

Employees who request an accommodation for a psychiatric disability must provide documentation as described in the guidelines for documenting a disability (above) in a written report from a psychiatrist, licensed psychologist, certified social worker (CSW or ACSW), or licensed professional counselor. The report must include the DSM-IV diagnosis and a summary of current symptoms.

MIT is obligated to provide reasonable accommodation for candidates with disabilities during the interview process. Staffing Services has resources for interviewing candidates with disabilities and for interview-related accommodations. See the resources in Hiring at MIT. If you need additional support, contact Human Resources Administrator Carol Leone or the DSMLO at (617) 253-4272.

Applicants and employees with disabilities who believe that the provisions of the Americans with Disabilities Act and/or the Rehabilitation Act have been violated or who have complaints of discrimination arising under Institute policies on the employment of a qualified individual with disabilities, are encouraged to seek recourse through the internal grievance procedures as described here and in Policies and Procedures Section 9.11

Employees may discuss their needs for accommodation with their manager, Human Resources Administrator Carol Leone, or the DSMLO.