Yes, contact the ADA Coordinator before the next school year starts to renew your accommodation. Conditions may change and/or you may require a modification to your accommodation. The ADA Coordinator will inform you of the next steps. Your accommodation will not automatically renew.
No, you cannot remove the accommodation from the approved work location. An employee will be responsible for replacing the approved accommodation due to removal from the workplace and/or for negligence.
No, your accommodation is approved for your current worksite and position. If you transfer, are reassigned, or change jobs, you will need to contact the ADA Coordinator. You may or may not need to re-engage in the interactive process.
The Consolidated Appropriations Act, 2023 (CAA), includes the PUMP for Nursing Mothers Act (“PUMP Act”), which extends to nursing employees the rights to receive break time to pump and a private place to pump at work.
The Consolidated Appropriations Act, 2023, Nursing mothers are encouraged to complete the Consolidated Appropriations Act form and return the form in 15 days via email to ADA_Coordinator@hcpss.org or fax to (443) 973-5598.
Employees will receive a response either by email or phone from the ADA coordinator.
Staff may submit ADA requests on an ongoing basis. Staff are encouraged to submit completed ADA paperwork as soon as possible and not later than 15 days after receiving ADA paperwork. HCPSS will then process the documentation and issue a determination. If paperwork is not received within 15 days, the request will be closed and reopened upon receipt of completed and legible ADA paperwork.
The ADA does not generally cover what would be considered minor, temporary conditions (such as a cold, the flu, a minor broken bone, etc.). However, the duration of an impairment does not alone determine disability. A temporary condition can be an actual disability if the condition is “sufficiently severe.” Thus, employees with temporary impairments can be eligible to receive accommodation in some cases; the key is whether the impairment is sufficiently severe.
An "action requiring significant difficulty or expense" when considered in light of a number of factors. These factors include the nature and cost of the accommodation in relation to the size, resources, nature, and structure of the employer's operation.
Undue hardship is determined on a case-by-case basis.
Reasonable accommodation, under the Americans with Disabilities Act (ADA), is a modification or adjustment of a job process or work environment that better enables a qualified individual with a disability to perform the essential functions of a job.
The Americans with Disabilities Act of 1990 (ADA) prohibits discrimination against people with disabilities in employment and requires employers to make reasonable accommodations for qualified employees to perform essential functions of their job.
