9.9 Access and Accommodations for Employees and Students with Disabilities

This policy was last updated January 19, 2018. See the update history page for more information.

MIT is committed to providing effective and reasonable accommodations to employees and students with documented disabilities, in accordance with federal law.   

For employees, the Disabilities Services Office (DSO) within Human Resources oversees accommodation requests and also oversees medical leaves. Employees with disabilities may request reasonable accommodations through their immediate supervisor or their human resources officer, or may contact the Disability Services Office directly for assistance.  Decisions on whether an accommodation is required and if so, the specifics of the accommodation are made on a case-by-case basis through an interactive process with the employee requesting the accommodation. It is the responsibility of the employee requesting an accommodation to provide sufficient information, upon request, to support the need for the accommodation requested.   

For students, the Student Disability Services Office (SDS) in the Division of Student Life oversees access and accommodation requests.  SDS ensures that qualified students with disabilities receive equal access to all of the Institute’s programs, activities, and services. The Student Disabilities Services Office works closely with faculty members and students in determining reasonable accommodations. Faculty are responsible for working with the SDS and the student to implement approved reasonable accommodations.

Employees are responsible for contacting the Disability Services Office if a reasonable accommodation approved by the DSO is not effectively implemented or is denied to them.  Students are responsible for contacting the Student Disability Services Office if academic access is not provided or is not implemented in an effective manner for them. The DSO or SDS will work with Institute personnel and the individual with the disability to resolve disagreements regarding recommended accommodations.  Also see Sections 9.2 Nondiscrimination and 9.4 Harassment.