Frequently Asked Questions

To be protected by the ADA, one must have a disability, which is defined by the ADA as a physical or mental impairment that substantially limits one or more major life activities, a person who has a history or record of such an impairment, or a person who is perceived by others as having such an impairment. 


It is important to remember that in the context of the ADA, “disability” is a legal term rather than a medical one. Because it has a legal definition, the ADA’s definition of disability is different from how disability is defined under some other laws, such as for Social Security Disability related benefits. 
The ADA defines a person with a disability as a person who has a physical or mental impairment that substantially limits one or more major life activity. This includes people who have a record of such an impairment, even if they do not currently have a disability. It also includes individuals who do not have a disability but are regarded as having a disability. The ADA also makes it unlawful to discriminate against a person based on that person’s association with a person with a disability.

(Source: ADA National Network)

A qualified individual with a disability is a person who meets legitimate skill, experience, education, or other requirements of an employment position that he or she holds or seeks, and who can perform the "essential functions" of the position with or without reasonable accommodation. Requiring the ability to perform "essential" functions assures that an individual will not be considered unqualified simply because of inability to perform marginal or incidental job functions. If the individual is qualified to perform essential job functions except for limitations caused by a disability, the employer must consider whether the individual could perform these functions with a reasonable accommodation. If a written job description has been prepared in advance of advertising or interviewing applicants for a job, this will be considered as evidence, although not necessarily conclusive evidence, of the essential functions of the job.

(Source: U.S. Equal Employment Opportunity Commission)

Accommodations for students are afforded by the Office of Disability Services. This includes not only the classroom setting, but also LSU sponsored study abroad and LSU coordinated field or internship experiences. 
Accommodations for on campus employment, including student employment, is processed through the Office of Civil Rights and Title IX.  

Registered students may amend accommodations by scheduling a meeting with their perspective DS advisors. Employees should request consult with the ADA Coordinator. 

Students do not only have the right to decline offered accommodations, but is free to also appeal any declined accommodation made by ODS. Appeals of accommodations are made to the ADA Coordinator within fourteen days of the decision by DS. See section B in PS-26.  

Students may submit a Request Accommodation Letter Form (RALF). RALF can be accessed through Disability Services’ website by students who are actively registered with Disability Services and receive academic accommodations. 

Reasonable accommodations are provided to individuals evidencing a disability that results in limitation of one or more major life activities. Once reviewed by Disability Services and/or the ADA Coordinator in the Office of Civil Rights and Title IX, all accommodations afforded must be delivered by the faculty member, employing department or other area of oversight. It is not the decision of the faculty member or supervisor whether to afford accommodations.

Disability Services encourages all students to be their own advocate. However, students are also required to contact Disability Services in the even that issues occur. If the concern arises in an employment situation, the ADA Coordinator in the Office of Civil Rights and Title IX is the appropriate office to contact.