All campuses are open and ready to serve students virtually, hybrid, or in person.

ADA Accommodations and Request Form

When an employee needs accommodations under the American’s with Disabilities Act (ADA), such as ASL interpreters or specialized equipment, the employee and/or employee's manager should contact the HR/Benefits Manager to begin the process of determining eligibility for accommodations.

We are utilizing the same review process for any employee wishing to request a COVID-related accommodation. The ADA contains a specific definition of a disability: an impairment that substantially limits one or more major life activities.

Employee Request for Reasonable Accommodation

Review Process

  • The employee must complete the Employee Request for Reasonable Accommodation form and submit the necessary medical documentation to the HR/Benefits Manager. If the employee is determined to be eligible for accommodations, HR will work with the employee to determine the type of accommodation(s) needed that will enable the employee to accomplish the essential functions of the job.
    • Employees can submit documents via email to or fax them to (972) 599 - 3156.
  • If approved, HR will make arrangements for any accommodations that involve modifications to facilities, office furniture or the purchase of equipment.

Once an employee submits their request for an accommodation, the Benefits Team will follow up with the necessary information and forms, including job description, that will need to be completed to complete the process.

Departmental Scheduling for Regular and Recurring Services (Interpreters/CARTS)

  • An individual approved by the College for an ADA accommodation involving services such as interpreters or captionists/CARTs will work through their department regarding scheduling those services. 
  • Collin College has a list of vendors from which departments can choose from.

College-Wide Events

Interpreting services for some college-wide events, such as graduation and All College Day, are generally scheduled by either the Registrar or the event organizeR.  HR does not always know when an employee is planning to participate in an event or activity, so it is important for the employee to work with his/her department or the event organizer when he/she is scheduled to participate in a non-departmental event to ensure appropriate interpreting services are provided but at the same time ensure that services are not double-scheduled.