Americans with Disabilities Act (ADA)

The Americans with Disabilities Act (ADA) became law in 1990 and was later amended in 2008. The ADA is a civil rights law that prohibits discrimination against individuals with disabilities in all areas of public life, including jobs, schools, transportation, and all public and private places that are open to the general public. The ADA guarantees equal opportunity for individuals with disabilities in public accommodations, employment, transportation, state and local government services, and telecommunications.

In addition, the ADA is designed to help people with disabilities access the same employment opportunities and benefits available to people without disabilities. Under the ADA, employers must provide reasonable accommodations to qualified applicants or employees. A reasonable accommodation is any modification or adjustment to a job or the work environment that will enable an applicant or employee with a disability to participate in the application process or to perform the essential job functions of a position.

More information regarding the ADA can be found online at .

  • Has a physical or mental impairment that substantially limits one or more of the individual’s major life activities;
  • Has a record of such an impairment; or
  • Is regarded as having such an impairment.

An individual with a disability, who can perform the “essential functions” of the employment position, with or without reasonable accommodation.

  • The employee submits the Workplace Accommodation Request form located above.
  • The employee will meet with the ADA Administrator to discuss their request more in-depth.
  • Relevant medical documentation may be requested and reviewed. Relevant medical documentation may be a required component of the ADA process.
  • The ADA Administrator will meet with the employee’s department to discuss the requested accommodation. It is important to note that no medical information will be communicated to the employee’s department.
  • A memorandum will be emailed to the employee once a decision on reasonable accommodation has been determined.

Religious Accommodations

Title VII of the Civil Rights Act of 1964 requires federal agencies, upon notice of a request, to reasonably accommodate employees whose sincerely held religious beliefs, practices, or observances conflict with work requirements, unless the accommodation would create an undue hardship. A religious accommodation is any adjustment to the work environment that will allow an employee or applicant to practice their religion. The need for religious accommodation may arise where an individual's religious beliefs, observances, or practices conflict with a specific task or requirement of the position or an application process.

More information regarding religious accommodations can be found online through the .

Includes all aspects of religious observance and practice, as well as belief.

  • The employee submits the Workplace Religious Accommodation Request form located above.
  • The employee will meet with the ADA Administrator to discuss their request more in-depth.
  • Relevant documentation may be requested to further support the requested accommodation.
  • The ADA Administrator will meet with the employee’s department to discuss the requested accommodation. It is important to note that no specific religious information will be communicated to the employee’s department.
  • A memorandum will be emailed to the employee once a decision on reasonable accommodation has been determined.

Pregnancy Accommodations

The Pregnant Workers Fairness Act (PWFA) became law in 2023. This law requires covered employers to provide reasonable accommodations to a worker’s known limitations related to pregnancy, childbirth, or related medical conditions, absent undue hardship. The state of Nevada also has a similar law called the Nevada Pregnant Workers Fairness Act (NPWFA), which became law in 2017.

More information regarding the Pregnant Workers Fairness Act can be found online through the 

A physical or mental condition related to, affected by, or arising out of pregnancy, childbirth, or related medical condition that the employee or employee’s representative has communicated to the employer whether or not such condition meets the definition of a disability from the ADA.

  • The employee submits the Workplace Pregnancy Accommodation Request form located above.
  • The employee will meet with the ADA Administrator to discuss their request more in-depth.
  • Relevant medical documentation may be requested and reviewed. Relevant medical documentation may be a required component of the pregnancy accommodation process.
  • The ADA Administrator will meet with the employee’s department to discuss the requested accommodation. It is important to note that no medical information will be communicated to the employee’s department.
  • A memorandum will be emailed to the employee once a decision on reasonable accommodation has been determined.

Contact Us

Any questions regarding workplace accommodations should be directed to the ADA Administrator, Austin Connell, at austin.connell@unlv.edu or 702-895-4806.