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Accessibility (ADA/504)

Request Accommodation

Reporting a Grievance

It is University Policy not to discriminate on the basis of disability. UAA has adopted an internal grievance procedure providing for prompt and equitable resolution of complaints alleging any action prohibited by Section 504 of the Rehabilitation Act of 1973, as amended, and the Americans with Disabilities Act of 1990 (ADA). Section 504 and the ADA prohibit discrimination on the basis of disability in any program or activity receiving Federal financial assistance


Student Grievance

UAA will provide a learning environment in which no student will be subjected to unlawful discrimination based on disability.  Each qualified student with a disability will be eligible to receive appropriate academic adjustments and programmatic accommodations necessary for the student to access educational opportunities, programs, activities, or services in the most integrated setting possible.

Student Grievance Policy


Employee Grievance Procedure

  1. Grievances may be submitted to the coordinator through the online reporting form by completing the UAA discrimination report form, containing the name and address of the person filing it. The complaint must state the problem or action alleged to be discriminatory and the remedy or relief sought. If desired, a hard copy of the grievance form is available from UAA Office of Equity and Compliance.
  2. The ADA/504 Coordinator (or designee) will conduct an investigation of the complaint. This investigation may be informal, but it will be thorough, affording all involved persons an opportunity to submit information relevant to the complaint.
  3. The ADA/504 Coordinator will issue a written decision regarding the inquiry/investigation into the matter. The ADA/504 Coordinator will maintain the files and records relating to the complaints filed.
  4. The person filing the report may appeal the decision of the ADA/504 Coordinator in writing at 907-786-6086,, or submit the appeal document at 3980 University Lake Drive - University Lake Building, within 15 calendar days from the date of the ADA/504 Coordinator’s decision. A UA ADA/504 Professional shall issue a written decision in response to the appeal no later than 30 days after its filing.

The availability and use of this grievance procedure does not prevent a person from filing a complaint of discrimination on the basis of disability with the US Department of Education, Office for Civil Rights.

To the extent possible, privacy will be maintained throughout the investigation of a complaint of unlawful discrimination or harassment.


ADA/504 Coordinator Responsibilities

UAA's ADA/504 coordinator is responsible for monitoring compliance with Section 504 of the Rehabilitation Act and titles II and III of the Americans with Disabilities Act, as well as state civil rights requirements regarding discrimination and harassment based on disability. The 504 coordinator oversees UAA and the UA system’s prevention and education efforts; implements the institution's complaint procedures; responds to reports and complaints; conducts inquiries and investigations; identifies and addresses patterns; and assesses effects on the campus climate so UAA can address issues that affect the wider campus community. To report an incident, you can contact the coordinator directly or submit it online. 

Coordinator Contact



  • What is a reasonable accommodation?
    UAA provides reasonable accommodation to employees, visitors, or job applicants with a medical condition, disability, or on the basis of religion, unless doing so would cause significant difficulty or expense. A reasonable accommodation is any change in the work environment (or in the way things are usually done) to help a person with a disability apply for a job, perform the duties of a job, or enjoy the benefits and privileges of employment or programs.
  • What are examples of a reasonable accommodation?
    Examples of reasonable accommodations may include but are not limited to: travel adjustments, ergonomic evaluations, service animals, larger monitors, seating and/or desk furniture modifications, leave or work schedule/shift adjustments, qualified interpreters, etc. Pregnancy and parenting adjustments may also be handled as an accommodation under Title IX and/or ADA.