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Cornell University

Accessibility Information

Information for Faculty and Staff

If you have a qualified disability and need assistance to complete your work, you can apply for a disability accommodation.

Request A Disability Accommodation

Accommodations can include such things as work site accessibility, flexible work arrangements, and/or equipment such as assistive listening devices,  a voice amplification system, or a “screen reader.” Other reasonable accommodations will be considered.

Staff from the Office of Institutional Equity and Title IX (OIETIX) are available to meet with faculty and staff regarding any disability accommodation issues.

Self-Disclosing a Disability

Whether you consider yourself an individual with a disability or not, we invite current faculty and staff to voluntarily self-identify their disability status. By self-identifying, you help Cornell more accurately determine the diversity of our workforce and ensure individuals with disabilities are supported and represented throughout the University. Employees can use Workday to self-disclose a disability. This can be done by logging in to Workday and choosing the “Personal Information” icon, then “Personal Information” again under the “Change” heading. Scroll down to the bottom of this section and look for “Disability” – there will be a button to add or edit your information. 

Qualified Medical Conditions

Under the law and Cornell policy, a disability is defined as follows:

  • A physical or mental impairment that substantially limits one or more major life activities; a record of such an impairment, or being regarded as having such an impairment. The impairment must be of permanent or of extended (at least three months) duration; conditions that are intermittent or are in remission qualify as a disability if, when active, the condition substantially limits one or more major life activities.
  • Major life activities include “major bodily functions” and such activities as caring for oneself, performing manual tasks, seeing, hearing, eating, sleeping, walking, standing, lifting, bending, speaking, breathing, learning, reading, concentrating, thinking, communicating, sitting, reaching, interacting with others, and working.
  • Examples of conditions that are considered covered disabilities include deafness, blindness, intellectual disability, partially or completely missing limbs, autism, cancer, cerebral palsy, diabetes, HIV/AIDS, major depression, and post-traumatic stress disorder.
  • Examples of conditions that are not considered covered disabilities include the common cold, seasonal or common influenza, a sprained joint, minor and non-chronic gastrointestinal disorders, a broken bone expected to heal completely, appendicitis, and seasonal allergies.

Major bodily functions include functions of the immune system, normal cell growth, digestive, bowel, bladder, neurological, brain, circulatory, respiratory, endocrine, hemic, lymphatic, musculoskeletal, special sense organs and skin, genitourinary and cardiovascular systems, and reproductive functions.

Policy

The Disability Accommodation Process is set forth in University Policy 6.13, which applies to faculty and academic and nonacademic staff, including regular, temporary and casual staff members. View the full policy.

Decision Process

The process is a confidential, interactive one, with possibly several individuals involved.

  • The employee is responsible for initiating requests for a disability-related workplace accommodation by contacting their supervisor, human resources representative or the Office of Institutional Equity and Title IX (OIETIX) to engage in the interactive process with OIETIX and the department. To initiate the process, fill out the Disability Accommodation Request – Employee Form (pdf)
  •  and return to OIETIX. (The contents of the form are confidential, and the form will not be placed in the employment record file.)
  • OIETIX will need the Employee Disability Accommodation Request – Health Care Provider Verification Form (pdf) to support the request. Do not give medical records to your supervisor.
  • Supervisors notify the appropriate human resources representative of any employee accommodation requests brought to their attention.
  • Human Resource representatives refer employees to OIETIX when notified of a request for accommodation.
  • Applicants for employment requesting an accommodation for a disability so that they may participate in the selection process should contact the Office of Institutional Equity and Title IX (OIETIX).
  • OIETIX reviews these requests in accordance with the policy, makes a determination, and then a recommendation for reasonable accommodation.
  • The supervisor and the department are responsible for implementing the recommended accommodation.
  • The HR representative is available to assist with the implementation of the recommended accommodation.

Workplace Evaluations

Employees with or without a qualified disability who still experience physical discomfort in the workplace and/or have physical difficulty meeting job demands may contact the Musculoskeletal Injury Prevention Program (MIPP) . Faculty and staff may request evaluation, training and design/planning consultation to prevent injury or disability and to enhance work comfort and productivity. MIPP services are available at no charge courtesy of the HR Services & Transitions Center.

Job Seekers

Applicants for employment requesting an accommodation for a disability so that they may participate in the selection process should contact the Office of Institutional Equity and Title IX (OIETX): equity@cornell.edu

Resources for Obtaining Accommodations at Cornell