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ADA/Section 504


Disability and Employment

  • Not everyone with a medical condition is protected by the law. In order to be protected, a person must be qualified for the job and have a disability as defined by the law. A person can show that they have a disability in one of three ways:

    • A person may be disabled if he or she has a physical or mental condition that substantially limits a major life activity (such as walking, talking, seeing, hearing, or learning).
    • A person may be disabled if he or she has a history of a disability (such as cancer that is in remission).
    • A person may be disabled if he is believed to have a physical or mental impairment that is not transitory (lasting or expected to last six months or less) and minor.
  • Applicants for employment may request disability-based accommodation through their hiring contact, Human Resources, and they may also consult with the ADA Coordinator.
  • Employee requests for disability-based workplace accommodations are confidentially administered and/or reviewed by the ADA Coordinator. Employees requesting accommodation shall provide medical documentation in support of a disability determination directly to the ADA Coordinator, and are encouraged to have their medical provider complete the ADA Accommodation Medical Information Request Form.  If an employee is uncertain about possible accommodations, they may search the Job Accommodation Network website to explore further information in terms of their diagnosis and the limitations they are experiencing.  If more information is needed regarding the work being performed, position descriptions are available from Human Resources, and additional performance criteria within the PMP (staff) or FAR (faculty) processes may inform the discussion with the medical provider. Once adequate documentation has been provided, the request for accommodation will be reviewed in terms of what is effective given  essential job functions and operational necessities, while avoiding undue hardship situations. Substitutions may be provided in lieu of a specific request provided that the accommodation is effective. Formal accommodation determination results in a letter describing the accommodation that informs the employee and their supervisor of the accommodation, its anticipated duration, and the time period for revisiting the process.
  • Accommodation requests regarding leave should be reviewed after exploring available leave options, including FMLA leave, with Human Resources.



Frequently Requested Information

For inquiries about matters involving disability, contact:

Stephanie Lazarus
ADA/Section 504 Coordinator
Office of Human Relations
University of Maryland, Baltimore County
1000 Hilltop Circle AD 902
Baltimore, MD 21250
(410) 455-5745 (Telephone)
(410) 455-1713 (Fascimile)