Options for high-risk employees

No. The ADA does not require that an employer accommodate an employee based on the health needs of a family member or other person with whom she/he is associated.

If an employee needs to provide care to a family member with a serious health condition, Family and Medical Leave Act, or FMLA, leave may be available depending on employee eligibility. Contact your HCS liaison for more information.

If an employee is not disabled but is older or has a condition that may place them at higher risk of complications from COVID-19, as defined by the CDC, or who has an at-risk family member, they may discuss options for leave or other modifications to their work environment with their supervisor under this policy.

Employees with health conditions that may qualify as a disability may contact the ADA Coordinator in Human Capital Services to explore whether a reasonable accommodation in the workplace, including but not limited to personal protective equipment, workplace spacing, and other measures, may be available based on their individual circumstances. Contact Charlotte Self at charlott@k-state.edu.

Employees who are not disabled but who want to explore options to modify their work environment or take leave due to their at-risk status or the at-risk status of a family member may be required to demonstrate their need through medical documentation, including an indication of the length of time the modification may be needed. Modifications may be granted on a temporary basis pending obtaining medical documentation or to allow for re-evaluation of the modification in light of any changes in public health guidance.

Note that this documentation is different than what may be required when requesting a reasonable accommodation for a disability. Employees who are requesting a reasonable accommodation due to a disability should contact the ADA Coordinator Charlotte Self at charlott@k-state.edu for more information.

The university may modify or rescind this policy or any accommodations provided under the policy in the event of changes in public health guidance or based on university needs.

Employees on leave without pay are not eligible for unemployment benefits.

An employee taking leave without pay may request to come back earlier than planned by consulting with their supervisor. It is possible that a temporary or term employee has been hired to backfill a position while an employee is on LWOP and the timing of the return to work should be based on departmental needs.