Accommodation Requests

The ADA requires employers to provide reasonable accommodations to employees with disabilities and prohibits discrimination based on disabilities. A reasonable accommodation is one that enables the employee to perform the essential functions of their job.  For more information concerning the Americans with Disabilities Act, please visit Baylor’s ADA Policy. 

Baylor Human Resources works with each individual and their medical provider to determine reasonable accommodations related to their condition and essential job functions. You can find suggested accommodations based on condition and job function using the resources on Job Accommodation Network. 

We respect your privacy and handle all accommodation requests confidentially. Information is only shared on a need-to-know basis, and we do not disclose any medical details to your department or colleagues. Your confidentiality is our priority. 

You can request an accommodation by contacting your HR Consultant or our Associate Employee Relations Consultant.  In order to request accommodations, an employee must complete the Accommodation Request Form and the Medical Information Form. Once Human Resources has received both documents, a representative will reach out to discuss your request in more detail. 

Some possible accommodations may include, but are not limited to:

•      Breaks to eat and drink, rest, or use the restroom

•      Ability to keep water nearby and drink as needed

•      Ability to stand or sit as needed

•      Parking areas as close to the workplace as possible

•      Flexible hours

•      Leave or time off to recover from childbirth

•      Temporary suspension of one or more essential functions of a job

When an employee would like to request an accommodation related to pregnancy or a pregnancy related condition, they can reach out directly to HR or speak to their supervisor. There is no specific documentation needed to request an accommodation. Contact your HR Consultant or our Associate Employee Relations Consultant for assistance. 

Generally, Baylor will not request medical documentation related to pregnancy, childbirth, or a related medical condition. If there is an extenuating circumstance that requires reasonable medical documentation, HR will contact you. 

There is not a set timeline for the accommodation process. However, Baylor HR tries to resolve your accommodation request as quickly as possible. If the process will be extended due to circumstances such as holidays, HR may be able to approve an interim accommodation for the employee. 

Under the PWFA, it may be reasonable to temporarily suspend job responsibilities or alter an employee’s work schedule. Each situation is different, and Baylor HR works to understand the unique needs of each employee. 

Yes, there are accommodations available for persistent or intermittent pregnancy-related conditions. Baylor HR will work to identify the most appropriate accommodations to meet your needs. 

Your supervisor will be aware of your accommodation request and approval. HR will not share medical information with your supervisor or coworkers. Your privacy is important to us and we work to keep your information confidential with individuals who have a need to know. 

Under the PWFA, employees are protected from adverse employment action as the result of an accommodation request. 

Yes, Baylor policy prohibits discrimination or retaliation for requesting workplace accommodations. If you believe you are being treated in a way that seems like discrimination or retaliation for seeking accommodations, please contact your HR Consultant or our Associate Employee Relations Consultant. 

Under PWFA, breaks and modified duties may be a reasonable accommodation. Baylor HR will work to understand your unique needs and how we can best support you. 

Under PWFA, remote work may be a reasonable accommodation.

Baylor offers private lactation spaces in locations across campus. View our campus map of lactation rooms to find a space near your building. Please contact Human Resources for assistance accessing these spaces and with other questions related to lactation while at work.