A reasonable accommodation is one that allows the person with a disability to participate in a comparable way as those without disabilities (for example, making an employee able to perform essential job functions) without imposing “undue hardship.” Undue hardship is explained by the ADA National Network as an “‘action requiring significant difficulty or expense’ when considered in light of a number of factors. These factors include the nature and cost of the accommodation in relation to the size, resources, nature, and structure of the employer's operation. Organization would be considered, as well as the financial and administrative relationship of the facility to the larger organization.” 


Disability Services (DS) is responsible for reviewing students’ disability documentation to determine eligibility for accommodations, auxiliary aids, and adjustments in accordance with federal and state laws. Additionally, DS collaborates with faculty, staff, and LSU departments to assist them in providing accommodations to ensure access to University programs, activities, and services for students with documented disabilities. More information on the services DS provides to students can be found at DS also provides service to students engaged in field work and LSU affiliated internships, in addition to LSU affiliated study abroad programs.


The ADA Coordinator within The Office of Civil Rights and ; Title IX (OCR/TIX) is responsible for reviewing requests for accommodations for employees with disabilities. Employees served in OCR/TIX may include student employees, faculty, staff, transient workers and anyone else in need who is not a student, but performing work.

Employees in need of accommodations should: 

  1. Submit the ADA Employee Accommodation Form Request. Once the form is filled a notification is sent to the ADA Coordinator. 
  2. Have your healthcare provider complete the ADA for Healthcare Provider form 
    1. Fax to 225-578-4442
    2. Email to
    3. Mail or deliver to 118 Himes Hall



Departments, organizations, auxiliaries, or affiliated entities are responsible for ensuring that their programs, events, goods and services are accessible to the maximum extent feasible, and must provide an opportunity for individuals to request accommodation as well as respond appropriately to any request for accommodation (in consultation with the ADA Coordinator and/or Disability Services). Please see the section on Event Planning for additional guidance. 


The Family Medical Leave Act (FMLA) provides job-protected leave for qualifying events. Qualifying events may include, but are not limited to, disability related needs. The Office of Human Resource Management is responsible for review of requests. Find out more about the Family Medical Leave Act.