The Statement of Employee Accommodation Determination (SEAD) is the primary method of documentation that enables employees to validate and communicate their needs to supervisors. Reasonable employee accommodations are determined through a partnership between RCPD, MSU's Office of Employee Relations (OER) Accommodations Specialist, the employee, and the supervisor. The SEAD is individualized and cannot be generated until the employee completes the following steps:
- Identify and Register a Disability. This includes self-identifying through the RCPD MyProfile and submitting sufficient medical documentation.
- Request Accommodations
- Participate in the employee accommodation review process, including a needs assessment meeting with RCPD and OER and submission of a current position description.
The OER Accommodations Specialist also engages with the supervisor regarding the accommodation requests prior to determination and production of the SEAD. For a comprehensive overview of the employee accommodation process, please see the MSU Disability and Reasonable Accommodations Policy.
Supervisors are responsible for maintaining confidentiality and for facilitating the granted accommodations outlined on the SEAD. The SEAD should be held in a confidential place separate from the employee's primary file.
- What is a Reasonable Accommodation?
Under both the Americans with Disabilities Act, as recently amended, and Section 504 of the 1973 Rehabilitation Act, a reasonable accommodation is considered to be a modification or adjustment to a course, program, service, or facility, which ensures that a qualified individual with a disability is not excluded, segregated, or otherwise treated differently.
- Reasonable accommodations are tailored adjustments that level the playing field.
- Reasonable accommodations must not compromise essential job functions.
- Reasonable accommodations are individually determined after review of medical documentation and an interactive needs assessment between an RCPD Ability Access Specialist, OER, and the employee.
An accommodation would not be considered reasonable if it:
- Fundamentally alters the essential nature of the job
- Constitutes services of a personal nature
- Results in an undue administrative or financial burden for the institution
- Results in posing a direct threat to the health or safety of self or others
- SEAD: Statement of Employee Accommodation Determination
- A unique reference number serves to validate the security and authenticity of the form as produced by RCPD
- Listed accommodations are determined through a process that engages both the employee and supervisor
- Requested accommodations are marked as one of the following: granted, granted with modification, or denied. Determination comments and dates are provided by the RCPD specialist to further explain the outcome
- The employee and associated specialists are named to provide linkages should supervisors need clarification or desire further communication
For more information, download a SAMPLE SEAD.