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Welcome to the ADAAA (aka ADA) page.

Here you will find information about how DISD complies with the federal requirements.  Congress amended the ADA via the Americans with Disabilities Act Amendment Act of 2008 (ADAAA).  The ADAAA requires employers to provide "reasonable accommodations" to employees with a disability, physical or mental impairment, that limits one or more major life activities. 

I have a disability and I need an accommodation to complete my job duties, what should I do?

  1. You may request accommodations by completing the ADA Accommodations Request Form. Complete and provide this form to your immediate supervisor. You and your supervisor will participate in what is known as the "interactive process" to come to an agreement on reasonable accommodations. The supervisor ultimately chooses the final reasonable accommodation. 
  2. You will also need to have your physician complete the ADA Medical Inquiry Form.  Once this form is completed, provide it the district's ADA coordinator's office [Laurie Rodriguez, 281-229-6083]. 



I have an employee who has submitted an accommodation request, what should I do?

  1. Meet with the employee to discuss the accommodations request.
  2. Determine the reasonable accommodations and communicate your decision to the employee.  (Seek assistance from the ADA Coordinator as needed.)
  3. Maintain documentation of the interactive process and provision of accommodations.

Helpful Resources can be found on the A-team Google Share Drive under the ADA folder.


The graphic below demonstrates the steps in the interactive process:

Dickinson ISD fully complies with the Americans with Disabilities Act (ADA) and Section 504 of the Vocational Rehabilitation Act for qualified adult employees.

Dickinson ISD board policy is available online for reference. It is the intent of DISD to provide reasonable accommodations to qualified employees with disabilities.

The purpose of this document is to advise employees how to access ADA and Section 504 accommodations.

A qualified employee who has a medically diagnosed disability has the following options:

  1. Maintain individual confidentiality regarding the disability. Explanation: the employee does not choose to disclose the disability and does not notify their immediate supervisor or the district ADA/Section 504 coordinator regarding the disability and does not request accommodations.
  2. Initiate self-disclosure regarding the disability. Explanation: the employee notifies his/her immediate supervisor of the disability.
    1. Request accommodations – It is at the employee’s discretion to request accommodations. The employee completes the accommodations request and submits this form to the immediate supervisor (thus beginning the interactive process).The employee has his/her physician complete the medical inquiry form and submit this form AND the accommodations form to the ADA/Section 504 district coordinator (Laurie Rodriguez or her secretary, Trisha Taylor).
      1. The employee can request a meeting with Laurie Rodriguez (281-229-6083) for assistance or advice in completing the forms.
      2. The following website is an excellent resource:
      3. Ultimately, the employee’s immediate supervisor will determine the final reasonable accommodations.
    2. Does not request accommodations - It is at the employee’s discretion to request accommodations.It is allowable for an employee to disclose a disability and yet not request accommodations.Supervisors are advised to keep record of any disclosure without a request for accommodations.

Records Maintenance:

  1. The medical inquiry form and accommodations request are maintained separately from the employee’s human resources file.These forms are maintained in the Special Programs office in a locked file and are protected by ADA and HIPAA confidentiality requirements.
  2. Supervisors may maintain a copy of the forms, subject to ADA and HIPAA confidentiality requirements.


Specific Definitions.  The following definitions are provided to aid in the understanding of ADA procedures.

a.   Disability.  The ADA defines a disability as a physical or mental impairment that substantially limits one or more major life activities.

b.   Qualified Employee with a Disability.  A qualified employee with a disability is one who possesses the necessary skills, experience, education, and other job-related requirements, and can perform the essential functions of his or her job with or without reasonable accommodation.

c.   Essential Functions of a Job.  The essential functions of a job are the fundamental job duties of the position the employee with a disability holds or desires.  Essential functions of a job must be performed by employees in the position and may be the reason the job exists.

d.   Reasonable Accommodation.  A reasonable accommodation is any modification to a job that makes it possible for an employee with a disability to continue performing the essential functions of the job.  The accommodation must be effective in reducing barriers to equal employment opportunities and must be work related.  A reasonable accommodation does not have to be the best available as long as it is effective and does not pose an undue hardship to the district.

e.   Undue Hardship.  An undue hardship is an action that requires significant difficulty or expense in relation to the district’s available resources and daily operations.

Any questions regarding qualified adults with disabilities should be directed to Laurie Rodriguez, Executive Director of Special Programs – 281-229-6083.

I have concerns about returning to work because of COVID-19, what should I do?

If you are temporarily unable to work, even if provided with reasonable accommodations, you should seek information from the Coordinator of Benefits / risk Management [ Lily Galindo  (281) 229-6050] regarding leave options available to you under the following:

  • Families First Coronavirus Response Act
  • Family Medical Leave
  • Temporary Disability Leave 

Employees that are concerned about their increased risk for COVID-19 must submit medical documentation demonstrating that their condition creates a disability requiring an accommodation. Appropriate documentation will demonstrate that an employee’s physical presence at work is not possible because of a limitation created by a disability.

What if I am unable to perform the essential functions of my job?

If you are unable to work, even if provided with reasonable accommodations or leave options, you should seek information from the Executive Director of Human Resources [Kim Rich  [(281) 229-6079] regarding separation from employment options. 

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