Personal tools

Disability Reasonable Accommodation Process

Learn how accommodation requests are handled by Albuquerque Public Schools.

To illustrate how accommodation requests are handled by the Albuquerque Public Schools (APS), we have outlined below an example of a reasonable accommodation process intended to accomplish the goal of accommodating a disability.

It should be noted that not every individual will follow each and every step listed below, since even identical disabilities may require different accommodations depending on the needs of the individual. 

The reasonable accommodation process generally consists of:

  1. determining a job’s essential functions
  2. consulting with the individual with a disability to determine his/her abilities and limitations
  3. identifying possible reasonable accommodations in consultation with the individual
  4. selecting the best accommodation.

This is an interactive process involving as many individuals as necessary to ensure that the employee receives whatever “reasonable accommodation” he or she needs in order to perform the essential functions of his or her job. This list is neither definitive nor all-inclusive and different steps may be required depending on the circumstances presented by each disabled individual.

  1. An employee may advise his/her supervisor of a condition which may qualify as a disability for which he or she requires accommodation.
  2. The employee contacts the Risk Management Office.
  3. In order that ADA Coordinator in the Risk Management Office has a clear understanding of the potential needs of the employee, the ADA Coordinator provides the forms to the employee to document the accommodation request and, if necessary, to authorize a release of medical information to the ADA Coordinator. Forms are also provided for the employee’s physician, or other licensed diagnostic professional, to rate the employee’s ability to perform the duties and essential functions and responsibilities of his or her position, if necessary. The forms are based on the job description on file in the Human Resources file.
  4. When all necessary forms have been completed and returned to the ADA Coordinator, the forms will be reviewed by the ADA Coordinator to determine whether the employee is a “qualified disabled individual” as defined by the ADA
  5. If accommodations involve job modifications, the ADA Coordinator meets with the appropriate Staffing Specialist in APS Human Resources Department to discuss whether the accommodations meet the definition of “Reasonable accommodation” in accordance with ADA.
  6. The ADA Coordinator will then schedule a meeting with the employee and supervisor, if necessary, as a part of the interactive process to discuss possible and appropriate accommodation.
  7. If it is determined that the employee is a qualified individual with a disability who can perform the essential functions of his or her position but requires an accommodation, a plan will be developed at the meeting to provide reasonable accommodations, as appropriate.
  8. If equipment is needed, the Physical Access Specialist on Facilities Design and Construction is contacted by the ADA Coordinator to obtain bids, if needed and order equipment.
  9. When physical access needs arise in conjunction with the ADA Accommodation Plan which cannot be met by means available at the job site, the ADA Coordinator or the site administrator will submit a Physical Access Request form to the Physical Access Specialist at Facilities Design and Construction.  The Physical Access Specialist will make a site visit, sometimes in consultation with the ADA Coordinator, to explore needs and options for a solution.  The Physical Access Specialist will notify the ADA Coordinator, if deemed appropriate, of the most reasonable solution.
  10. The Physical Access Committee meets, when appropriate, to recommend a solution based on information from the Physical Access Specialist’s site assessment. This usually occurs when modifications to a facility are needed and/or required by the ADA.
  11. Accommodations involving job modification or other employment-related concerns will be managed by the site administrator and the appropriate Staffing Specialist in Human Resources, in consultation with the ADA Coordinator Specialist, following District procedures.
  12.  Individuals who are deaf and/or hearing impaired may contact the Lead Interpreter to obtain sign language interpreter services. If the individual knows in advance the dates an interpreter will be needed, he or she may request for all known dates at the time of initial contact. Please contact the APS Department listed below as soon as you are aware of your needs. Requests for interpreters must be at least 48 hours in advance of the event.

    Please make your request to:
    Tracy Hutton
    (505) 415-2524
Every individual’s request for an accommodation is fact-specific and directly related to the individual’s disability, job position, job environment, and many other factors (as outlined in the Americans with Disabilities Act (ADA), other guidance and court decisions since the passage of the ADA in 1990).