Skip to main content

Employees were expected to return to working on campus by July 19, 2021, unless they have an EOC-approved accommodation or other approved alternative plan. Employees may be eligible for EOC accommodations in the following situations: 

  • Employees who are unable to be vaccinated against COVID-19 due to disability; 
  • Employees who have a disability that continues to require accommodation despite receiving the COVID-19 vaccine; or 
  • Employees who are unvaccinated and have a disability impacted by COVID-19. 

 UNC will rely, in part, on guidance from the Centers for Disease Control (CDC) in determining which disabilities are impacted by COVID-19, in addition to information from employees’ healthcare providers. 

If you are eligible for one of these reasons, you should complete the forms below and email them to Please submit your accommodation request at least three weeks prior to the date you are expected to return to working on-site. 

Note Beginning with requests for COVID-19 accommodations for July 19, 2021 and later, EOC will require a healthcare provider to complete a COVID-19 Documentation of Disability form to support your request.  It is the employee’s responsibility to ensure that their healthcare provider completes that form in full and provides it to the EOC.  Requests accompanied by incomplete Documentation of Medical Condition forms will be returned to the employee for completion by the provider. 

Information about options to meet flexibility needs unrelated to your own health is available on Human Resource’s Accommodations and Flexibility page and the Benefits and Leave page.

  1. COVID-19 Accommodation Request Packet
  2. COVID-19 Documentation of Disability Form

Once the EOC receives your request, a staff member will review your request and, if necessary, contact you for additional information. After EOC has complete information, a staff member will contact your supervisor to make them aware of your request and discuss whether your requested or an alternative accommodation is feasible. Supervisors will not be provided any health information and will be reminded to keep your request confidential and that retaliation is prohibited. 

The EOC will notify you and your supervisor, in writing, of any reasonable accommodation(s) to be provided. The EOC will strive to provide this notice prior to the date you are expected to return to work on-site, provided your request was submitted in advance of that date. However, if the EOC will be unable to meet that goal, you will be notified and temporary accommodations will be discussed. 

All requests will be evaluated in accordance with the University’s Policy on ADA Reasonable Accommodations for Employees, Applicants, and Visitors and the accompanying Procedure. More detailed information about the ADA process is available on the EOC’s Reasonable Accommodation page 

Frequently Asked Questions

Depending on the essential functions of your positions, accommodations related to COVID-19 may include, but are not limited to, the following: 

  • Telework (full or partial) 
  • Leave 
  • Additional or enhanced protective measures, such as barriers to provide separation between the employee and coworkers or the public or increasing the space between the employee and others 
  • Additional or enhanced protective gear
  • Elimination or substitution of marginal job duties  
  • Modification of work schedule or shift assignment to decrease contact with coworkers and/or the public 
  • Moving the location of where one performs work on campus 
  • Temporary reassignment 

As with any accommodation request, the EOC will evaluate whether teleworking is a reasonable accommodation in light of the essential functions of your position. In making that determination, the EOC will consider factors including, but not limited to, the following: 

  • Whether all or some of the essential duties of your position can be accomplished via telework 
  • Whether marginal job duties can be restructured or reassigned temporarily 
  • Whether alternatives to teleworking would meet your health needs 
  • Whether the unit or department will be able to meet its business needs, considering the totality of the circumstances 

The University’s Policy on Prohibited Discrimination, Harassment and Related Misconduct prohibits retaliation against employees for requesting an accommodation. All supervisors or other individuals involved in the accommodation process are reminded of the prohibition on retaliation. If you believe you have experienced retaliation due to requesting an accommodation, you can make a report to the EOC by contacting