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Coronavirus Modifications


The COVID-19 pandemic has introduced a host of new features to our lives, and as we prepare for the Spring 2021 semester and beyond, planning is underway at WVU to address every aspect of our campus operations. A critical component of this planning is how we welcome our faculty and staff back to our campuses, especially our campus community members with underlying medical conditions, those with a greater risk for severe COVID-19 infection, and certain racial and ethnic minority groups.

According to the Centers for Disease Control and Prevention (CDC), individuals with certain conditions or factors may have a higher risk for severe COVID-19 infection. Additionally, racial and ethnic communities may be at higher risk. For more information on high risk conditions, visit the CDCwebsite.


Specific medical conditions that require job-related modifications due to the COVID-19 pandemic are being addressed as ADA accommodations. The CDC has identified the following medical conditions may increase the risk of severe COVID 19 infection:

·       Cancer

·       Sickle cell disease

·       Thalassemia (a type of blood disorder)

·       Neurologic conditions, such as dementia

·       Cerebrovascular disease (affects blood vessels and blood supply to the brain)

·       Hypertension or high blood pressure

·       Immunocompromised state (weakened immune system) from solid organ transplant, blood or bone marrow transplant, immune deficiencies, HIV, use of corticosteroids, or use of other immune weakening medicines

·       Liver disease

·       Kidney disease

·       Cystic fibrosis

·       Pulmonary fibrosis (having damaged or scarred lung tissues)

·       Asthma (moderate to severe)

·       COPD (chronic obstructive pulmonary disease)

·       Diabetes

·       Serious heart conditions

·       Obesity (body mass index [BMI] of 30 or higher)



Though certain factors do not meet the definition of a disability per the ADA Amendments Act, they may still be considered for modification of duties. These factors include:

·       Member of a racial or ethnic minority group

·       Age 65 or older

·       Pregnancy or Breast Feeding

·       Care-giving role/living with a high-risk family member

·       Non-medical care-giving role of a school-aged child


Reasonable modifications will be determined on a case-by-case basis, based upon verifiable ADA conditions, and non- ADA factors. Provisions such as ADA accommodations, modified duty, temporary adjustments, FMLA or other WVU leave may be available.

The University will review requests in an interactive process with the ADA Coordinator or Medical Management and leadership (Supervisor, Chair, Dean, Provost’s Office, etc.) to ensure that the modification is reasonable and does not present an undue hardship based on operational need. If a modification is not readily available, alternative, yet effective, options will be considered during the interactive process.

It’s important to note that online classes and remote work assignments may not be available in every instance. Employees should consider all possible modification options including:

For Faculty and GAs

  • Switching class times or meeting patterns to a “safer” option (for example, teach a class one day a week, early evening when there are typically fewer students on campus)
  • Having a mixed schedule of remote, face-to-face, hybrid teaching to reduce exposure
  • Requesting a larger room than minimum SDC
  • Requesting a classroom that allows for greater distancing between the instructor and the first row of students
  • Requesting specific PPE not typically provided to instructors (gloves, throw-away gown, etc.)
  • Working with Facilities to identify access and exit route that are not so crowded
  • Requesting cleaning of instructor’s desk, door handles, etc. before class starts

For Staff

  • Requesting additional or specific PPE not typically provided (gloves, throw-away gown, etc.)
  • Requesting a work schedule at non-peak hours
  • Requesting a mixed schedule of remote and on campus work to reduce exposure
  • Working with Facilities to identify access and exit route that are not so crowded
  • Requesting a workspace with greater social distancing
  • Requesting plexiglass or other barrier types for workspace

If alternative modifications are not effective or reasonable, other options may include the use of FMLA, Family First Coronavirus Response Act, or other available leave provisions or modifications.

We strongly recommend that you communicate with your supervisor or department Chair as soon as possible, and prior to submitting a request, and work with them to complete a modification plan. Completing the draft plan will significantly reduce the time that will be required to process this modification request. However, the suggested plan below is not guaranteed, and a final adjustment must be determined in through the interactive process.


All modification requests can be made at:

Required Documentation for Your Request

Supporting medical information, disability documentation or other information is necessary to initiate the interactive process of modification.

For ADA Accommodations, you must provide the ADA Acknowledgement of Understanding and the ADA COVID 19 Accommodation Request Form, which must be completed by your medical provider. These forms can be obtained at:

ADA Employee COVID-19 Modification Request Form - To Be Completed with Medical Professional  PDF

ADA Employee COVID-19 Modification Request Form - To Be Completed with Medical Professional (Word)

ADA Acknowledgement of Understanding PDF

ADA Acknowledgement of Understanding (Word)

For non-ADA modification needs, you must provide documentation to Medical Management. This may include documentation of your family member’s high-risk medical condition, pregnancy, caregiving for school-aged children. These forms can be obtained through WVU Medical Management.

All information is collected and managed, confidentially. No medical information is disclosed during the interactive process. Medical documentation is HIPAA protected. Please return your documentation by email to: Or by confidential fax to 304-293-8279.


·       The Americans with Disabilities Act (ADA) should be utilized to determine accommodations for individuals at a greater risk of serious illness from COVID-19, or for employees with underlying medical conditions.

·       Supervisors and employees with disabilities and underlying medical conditions should engage in the interactive process of accommodation.

·       Accommodations are highly individualized and are intended to remove barriers to productive employee labor and engagement while addressing the employee’s disability-related limitations.

·       The interactive process of accommodation may require an employee to provide medical documentation that substantiates the disability or underlying medical condition.

·       The employee must be able to perform the essential duties of their job.

·       An accommodation is not reasonable if it presents an undue hardship, per the ADA.

Accommodation Examples:

A professor with heart disease who is 60 years old was accommodated with the option to teach online rather than on campus for the fall semester.

A research assistant with Type II Diabetes was accommodated by limiting capacity in his lab and a PPE lab procedure was developed for the enclosed research area.

A front desk attendant with asthma was accommodated with a plexiglass barrier placed in front of his desk so that he can conduct high-volume work with public interaction. He used PPE and physical distancing guides where placed on the floor in front of the service desk.

A supervisor with COPD was accommodated by conducting supervision meetings on-line or by phone, from her office. Instead of her standard “open door” policy, individuals are asked to contact her by electronic means to address emerging supervision needs.

An inventory specialist with an immune deficiency was accommodated by working remotely to complete duties that could be achieved at home. This constituted approximately 60% of duties. For work tasks that required on-campus work, the employee would wear PPE, engage in physical distancing, and conduct work at non-peak hours.


Jill Hess, ADA Coordinator

304-293-6692 (Office)

304-612-2323 (Cell)

304-293-8279 (Fax)


Equal Employment Policy Commission (EEOC) Coronavirus Resources

Job Accommodation Network: Accommodation and Compliance: Coronavirus Disease 2019 (COVID-19)

US Dept. of Labor-Office of Disability Employment Policy Coronavirus Information and Resources

CDC: People Who Are at Higher Risk for Severe Illness

Employees: How to Cope with Job Stress and Build Resilience During the COVID-19 Pandemic

West Virginia University is committed to fostering a diverse and inclusive culture by promoting diversity, inclusion, equality, and intercultural and intercommunity outreach. The University does not discriminate on the basis of race, color, national origin, ancestry, age, physical or mental disability, marital or family status, pregnancy, veteran status, service in the uniformed services (as defined by state and federal law), religion, creed, sex, sexual orientation, genetic information, gender identity, or gender expression in the administration of any of its educational programs, activities, or with respect to admission or employment.

– Board of Governors Rule 1.6

Division of Diversity, Equity and Inclusion

1085 Van Voorhis Road Suite 250
P.O. Box 6202, Morgantown WV 26506-6202

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Fax icon 304-293-8279
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