In accordance with the Americans with Disabilities Act (ADA) of 1990, as amended and
the Rehabilitation Act of 1973, Section 504, no qualified person will be denied access
to, participation in, or the benefits of, any program or activity operated by Austin
Peay State University (APSU) because of disability. APSU will not discriminate against
qualified individuals with disabilities in employment practices and activities, including,
but not limited to, application procedures, hiring, tenure, promotion, advancement,
termination, training, compensation and benefits. Additionally, APSU will not discriminate
against a qualified individual because of the known disability of another individual
with whom the qualified individual is known to have a relationship or association.
Americans with Disabilities Act (ADA) Overview
Pursuant to the ADA a person is a qualified individual with a disability:
If he or she has a physical or mental condition that significantly limits or restricts
a major life activity (such as hearing, seeing, speaking, breathing, performing manual
tasks, walking, caring for oneself, learning or working); or
If he or she has a history of a disability (such as cancer that is in remission);
If he or she is believed to have a physical or mental impairment that is not transitory
(lasting or expected to last six months or less) and minor (even if he does not have
such an impairment).
Title I of the ADA requires an employer (i.e., APSU) to provide reasonable accommodation
to qualified individuals with disabilities who are employees or applicants for employment,
unless to do so would cause undue hardship. According to the ADA, an accommodation
is any change in the work environment or in the way things are customarily done that
enables an individual with a disability to enjoy equal employment opportunities.
Categories of Reasonable Accommodations
Modifications or adjustments to a job application process that enable a qualified
applicant with a disability to be considered for the position such qualified applicant
Modifications or adjustments to the work environment, or to the manner or circumstances
under which the position held or desired is customarily performed, that enable a qualified
individual with a disability to perform the essential functions of that position;
Modifications or adjustments that enable a covered entity's employee with a disability
to enjoy equal benefits and privileges of employment as are enjoyed by its other similarly
situated employees without disabilities.
Frequently Asked Questions
A qualified individual with a disability is a person who meets legitimate skill, experience,
education, or other requirements of an employment position that he or she holds or
seeks, and who can perform the "essential functions" of the position with or without
Essential job functions are fundamental job duties of the employment position the
individual with a disability holds or desires. The term "essential functions" does
not include the marginal functions of the position.
A job function may be considered essential for any of several reasons, including but
not limited to the following:
The function may be essential because the reason the position exists is to perform
The function may be essential because of the limited number of employees available
among whom the performance of that job function can be distributed; and/or
The function may be highly specialized so that the incumbent in the position is hired
for his or her expertise or ability to perform the particular function.
Because each request is specific to the individual employee and his or her circumstance(s),
a specific time-frame cannot be given. However, we will work through the interactive
process as expeditiously as possible.
The Equal Employment Opportunity Commission recommends that employers use an “interactive
process,” which means that employers and employees with disabilities who request accommodations
work together to come up with accommodations.
If you are seeking a workplace accommodation, please complete the form below. The
Office of Institutional Culture will contact you as soon as possible.
Title I of the ADA requires that APSU treat this information as confidential medical
records and that they are kept separately from your personnel file. These records
are kept in the Office of Institutional Culture.