information for the community



District Policy

North East Independent School District provides equal access and opportunity to job applicants and otherwise qualified persons with disabilities in compliance with Sections 503 and 504 of the Rehabilitation Act of 1973, as amended, the Americans with Disabilities Act (ADA) of 1990, and ADA Amendments Act(ADAAA) of 2008. The District prohibits discrimination on the basis of disability in all aspects of the application process and the employment relationship as outlined in DAA (LEGAL).


American's with Disability Act (ADA) and Nursing Mothers

For additional information regarding an applicant’s or employee’s rights and responsibilities under the ADA, select one of the following applicable links:

ADA  Nursing Mothers
District Policy – DAA (Legal)      District Policy – DG (Legal)
Department of Labor         District Regulation – DG
  Department of Labor
  Government Code


Initiating the Accommodation Process

To initiate a request for an accommodation, including breaks for nursing mothers, an individual will be required to follow the process below. (NOTE: If an employee is on a leave of absence, and the doctor identifies any restrictions, they must initiate the process at least 10 days prior to returning to work)

Step 1:                 

Notify the ADA Coordinator via email or telephone of your need for an accommodation via email at or via phone at 210-407-0135.

Step 2:                 

May be required to submit a completed ADA Medical Certification to the ADA Coordinator in the Human Resources Department within 15 days of initiating the request.


Processing an Accommodation Request

Upon receipt or referral of an accommodation request for an applicant or an employee, the ADA Coordinator shall begin the interactive process. For a current employee, the interactive process will involve:

    • In appropriate cases, verifying that the disability for which the accommodation is requested, is covered under the law.
  • Engaging in or facilitating discussions with the employee and supervisor (and possibly health care provider) to verify essential job functions and to determine reasonable accommodations.

The ADAAA requires that medical information be kept confidential.  However, the law does allow certain persons (i.e. manager(s) or supervisor(s), human resource personnel, first aid and safety personnel, personal investigating compliance with the ADAAA and other persons with a need to know) to be informed of your condition as needed.