1.06 Accommodations in the Workplace

1.06 Accommodations in the Workplace

Policy No. 1.06

Berklee is committed to creating an inclusive and accessible work environment for all staff and faculty, regardless of location. We adhere to applicable laws in the United States and other regions where Berklee operates. This policy outlines the process for requesting and arranging reasonable accommodations for staff and faculty with disabilities, ensuring a fair and equitable workplace for all.

Human Resources is responsible for coordinating efforts to comply with the Americans with Disabilities Act (ADA) and its amendments. Human Resources arranges reasonable accommodations for staff and faculty on a flexible, case-by-case basis. Human Resources is responsible for coordinating efforts to comply with: 

  • Disabilities (in accordance with the Americans with Disabilities Act, including its amendments); and
  • Sincerely held religious beliefs or practices (as protected under Title VII of the Civil Rights Act and Massachusetts Law).

Interactive Process

The interactive process for requesting reasonable accommodations in the workplace can be initiated by either the employee or the supervisor by contacting the designated Human Resources business partner. If an employee comes forward to their supervisor and requests assistance with a disability or medical condition, the supervisor should refer the employee to Human Resources.

The designated Human Resources business partner will work with the employee to obtain the request for reasonable accommodation and appropriate medical or religious documentation.

  • Based on submitted documentation, Human Resources will determine if the employee is eligible for reasonable accommodations.
  • If the employee is eligible for reasonable accommodations, Human Resources will interact with the employee and the supervisor to identify potential reasonable accommodations that will allow the employee to perform the essential functions of the job.
  • If the employee is not eligible for reasonable accommodations, Human Resources may assist the supervisor in identifying voluntary and readily achievable means for meeting the employee’s needs.
  • Employees who have approved accommodations are responsible for contacting Human Resources if reasonable accommodations are not implemented in an effective or timely way.
  • Employees who have been out on an extended Family and Medical Leave Act (FMLA) leave for a serious health condition may find it beneficial to contact Human Resources to discuss the need for possible accommodations.

Global Compliance

In addition to compliance with ADA and Section 504 in the US, Berklee adheres to applicable local laws in other regions and countries where it operates. The Human Resources department will work with employees and supervisors at global locations to ensure compliance with regional accommodation laws and policies.

Cultural Sensitivity

Berklee acknowledges that cultural perspectives on disabilities may vary across our global locations. We are committed to ensuring that all requests for accommodations are handled in a culturally sensitive and respectful manner. We encourage open communication with Human Resources to address any cultural considerations that may arise.

Important Information for Supervisors

  • If the supervisor has concerns or questions regarding disability or religion in the workplace, they should contact Human Resources to consult before talking to the employee about those concerns.
  • Accommodation requests may not be denied by the supervisor or department before such requests, and possible alternatives, are thoroughly evaluated in consultation with Human Resources.
  • Departments may find it beneficial to contact Human Resources to discuss the referral of employees who have been out on an extended FMLA leave for a serious health condition.
  • Supervisors are encouraged to invite staff from Human Resources to conduct educational training opportunities to better inform department employees about ways that they can create a more open and inclusive environment for all. 


Requesting an Accommodation

Disability Accommodation: Please complete and submit a workplace accommodation form to your Human Resources Business Partner. 
Religious Accommodation: Please complete and submit a religious accommodation form to your Human Resources Business Partner. 
Find your Human Resources Business Partner

ADA/504 Compliance 


In accordance with the Americans with Disabilities Act of 1990 (ADA) and the Rehabilitation Act of 1973, Section 504, no qualified person will be denied access to, participation in, or the benefits of any program or activity operated by Berklee because of disability. Berklee will not discriminate against qualified individuals with disabilities in employment practices and activities, including, but not limited to, application procedures, hiring, promotion, advancement, termination, training, compensation, and benefits. Berklee will not discriminate against a qualified individual because of a known disability.

In the spirit of ADA and the Rehabilitation Act, Section 504, Berklee is committed to removing barriers that prevent qualified individuals with disabilities from enjoying the same employment opportunities that are available to persons without disabilities. Berklee is committed to the inclusion of persons with disabilities in all aspects of employment.

Trained Human Resources staff have been designated to handle staff and faculty inquiries and appeals regarding the ADA and the Rehabilitation Act, Section 504:

Designated ADA/504 Coordinator: Jennifer Burke, Assistant Vice President, Human Resources, 1140 Boylston Street, MS-855-HR, Boston, MA 02215. Phone: 617-747-3076. Email: jburke3@berklee.edu.

The above individual has been designated as the ADA/504 coordinator for faculty and staff ADA requests, and is responsible for coordinating efforts to comply with ADA disability laws.

Designated Appeals Officer: Eileen M. Alviti, Senior Vice President, Human Resources, 1140 Boylston Street, MS-855-HR Boston, MA 02215. Phone: 617-747-2305. Email: ealviti@berklee.edu.

The above individual has been designated as the ADA/504 appeals officer responsible for the review of any faculty or staff appeal alleging noncompliance.

Berklee reserves the right to amend, suspend, or cancel this policy at any time, with or without notice. In the event that a conflict exists between this policy and the terms and conditions of the Berklee faculty union contract agreement, the union contract agreement will supersede this policy.

Updated July, 2025