I have a Disabled Parking Placard. In the past I needed to get an accommodation for parking in the Disabled Parking in front of the Student Center where I work. The accommodation actually allows me to park anywhere in the pay lot. My accommodation does not have an expiration date. However, I do have a question on what is meant by "short term" parking. Does that mean one with a disabled placard/plate cannot park in the stall for the entire workday unless you get an accommodation?

This section - When it is not obvious what service an animal provides, only limited inquiries are allowed. Staff may ask two questions: (1) is the dog a service animal required because of a disability, and (2) what work or task has the dog been trained to perform. Staff cannot ask about the person’s disability, require medical documentation, require a special identification card or training documentation for the dog, or ask that the dog demonstrate its ability to perform the work or task.

Service Animals

1. Employees may bring service animals, as defined by the ADA, on campus.
2. Only dogs, and in some cases miniature horses, are considered service animals under the ADA.
3. Employees do not need to register with the FML/ADA Coordinator to use a service animal on campus.
4. A service animal may be excluded from campuses when the animal’s behavior threatens the health and safety of others or if proper control of the animal is not maintained. Each occurrence will be evaluated individually by the FML/ADA Coordinator.
5. Dogs that do not qualify as service animals under the ADA are not allowed on campuses, in classrooms, or in office spaces.

There is blue wording in the markup - what does that mean?

C.2.c "The FML/ADA Coordinator may require the employee to obtain a health care provider statement to determine the functional limitations of the disability." - Why "may"? Doesn't this subjectivity lead to people making assumptions (like, since he is in a wheelchair he is disabled and doesn't need documentation but this other person does...?)

F4 "Appeal must be made in writing or in person verbally." The wording is unclear and awkward. Who documents the verbal appeal? How is it documented?

G "5. Dogs that do not qualify as service animals under the ADA are not allowed on campuses, in classrooms, or in office spaces" - why is this? All other colleges/universities

I've attended have allowed dogs. and I see people walking their dogs on campus every morning and evening - does this mean they are breaking this policy? Why not say that they are restricted from entry into buildings?

I 1 "e. Partner with relevant college entities to develop and implement action-oriented directives as needed." What is an "action-oriented directive"? Does that mean that FA can work with this person but only if it directly leads to an action? Is a policy an action? Is faculty advocacy and action? Confusing wording

This policy does not address ADA and tenure/rank/evaluation of faculty - does that mean that all FML/ADA language for faculty must be in the faculty handbook?

1.  The term “college” is used 10 times in this policy, but I am confused who at the college I should contact if I want to obtain and ADA accommodation. For example, in the Interactive Process definition, it talks about “dialogue through which a qualified individual with a disability and the college. . .” Who is the “college” in this context.? You should either define “college” or identify contact information for who is responsible for ADA accommodations.
2. Section 3.B-Essential Requirements-In this definition, what does it mean “with or without reasonable accommodation?” That does not make sense. Either it should be “with” or “without”, but not both You have the same problem with section 3.E-Qualified Individual with a Disability. You use the phrase “with or without a reasonable accommodation.”
3. Section 3.E-Qualified Individual with a Disability- In the policy, the term “qualified individual with a disability” is used 5 times. Since this is an employment policy, shouldn’t it be “qualified employee with a disability” or “employee.
4. Section 3.F-Reasonable Accommodation-Why do we have “fundamental alteration” and “undue hardship.”? Isn’t a fundamental alteration an undue hardship? (This comment really goes to do this policy adequately explain reasonable accommodation to employees who don’t understand the ADA.
5. Section 4.C.4 Parking Accommodations- At South Campus, we have handicap parking spots located near doors which have presumably been locked by security. Those doors should be unlocked to ensure access to the building.
6. Section 4.d.4-Would it be better to use the word “comparable” instead of “similar”?
7. Section 4.F. How to make an Appeal? - This section does not require that the appeal be in writing. Add the requirement that the appeal must be written.
8. Section 4.G.5-Service Animals-Are we using the ADA to restrict dogs from being on the campus. People walk their dogs on the campus who don’t have disabilities.
9. The policy fails to spell out clear procedures for what a disabled employee and supervisor need to do make an accommodation request and how to react when they get an accommodation request.
10. A revised draft of the proposed Employee ADA policy has been sent by email to the Policy Coordinator and Originator. As a practical matter, the revised policy document was too large for the Policy portal.