Americans with Disabilities Act (ADA)

  • The Americans with Disabilities Act of 1990 requires employers to provide “reasonable accommodations” to employees with a disability, physical or mental impairment, that limits one or more major life activities.
  • Requesting an Accommodation 

    To request an accommodation, submit the following to ADA@houstonisd.org:

    • A completed ADA Accommodations Request Form, and
    • An official letter from your physician identifying your disability. The letter must include information about how the disability impacts your ability to perform your job responsibilities. Both you and your doctor can suggest accommodations.

    Once the required documents are submitted, the information will be reviewed, and a final recommendation will be issued. The district has the ability to choose the final reasonable accommodation.

    Frequently Asked Questions


    During a pandemic, must the district continue to provide reasonable accommodations for employees with known disabilities that are unrelated to the pandemic?

    Yes. The district’s ADA responsibilities to employees with disabilities continue during a pandemic. 

    I have concerns about returning to work because of COVID-19. What should I do?

    If you are unable to work, even if provided an accommodation, you should seek information from your Human Resources Business Partner regarding leave options available to you under the Families First Coronavirus Response Act. Full-time employees are entitled to two weeks of paid sick leave at their regular rate if they are quarantined and/or experiencing COVID-19 symptoms and seeking a medical diagnosis (up to $5,110). A part-time employee is eligible for leave for the number of hours that the employee is normally scheduled to work over a two-week period.

    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.

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