Registered SAS Students

One (1) day prior to your writing time, you will receive a location confirmation email that indicates your writing location and start time. SAS uses several locations on campus for exams, especially during finals. Please review your location email carefully, and contact the exam centre with any questions.

SAS exam spaces are distraction-reduced, with other SAS students writing in the same area. Ear plugs are available to assist with focus.

• Photo identification for check-in
• A basic watch for keeping time. Cellphones and smartwatches are not permitted unless otherwise indicated.
• Water bottle
• Only what is allowed and required for the test
• For tests or exams on UMLearn, bring your personal device and sign in using the UM Secure network.
• For students using assistive technology, bring a basic set of wired headphones (no wireless or Bluetooth capability).

You must show photo ID so that a SAS invigilator can check you in for your test. They will confirm which course you are writing for, your accommodated time limit, and your end time. If you would like a time prompt reminder during your test, you can request this during the check-in process.

The invigilator will ask you to confirm that you do not have a cell phone, smart watch, or any academic material on your person. You are responsible for ensuring that you leave all of these materials in your bag outside the exam space.

You will be given an assigned seat. Some exam seats have specific access to assistive technology, power outlets for computer-based exams, and environmental accommodations such as adjusted lighting, ergonomic seating, and height adjustable desks for students with these requirements. A great deal of planning goes into assigning exam seats to ensure that all students have access to their full accommodated time and technological or environmental accommodations. Last minute seat change requests based on preference or comfort are unable to be arranged by invigilators.

During writing time, SAS invigilators monitor students' wellbeing and ensure that no academic integrity concerns arise.

If you need to use the washroom while writing your test, let the invigilator know.

If you have a question for your instructor about the test, let the invigilator know. If the instructor has provided contact information, they will text/call/email the instructor so that you can ask your question. If your instructor is unable to be reached during the test, please make a note of any questions or assumptions made so that your instructor may take those into account when grading your test.

If you finish your test before your accommodated end time, you may hand it in and sign out. Unless your instructor has provided alternate instructions, all test materials including scrap paper must be handed in at the end of the test.

Please note that university exam policy requires all students to remain in the exam room for the first 30 minutes of a scheduled exam. If you finish before this time, you can hand in your test but you will be required to stay in the exam area without access to communication devices until the 30-minute mark.

If you use your full amount of extended time, the SAS invigilator will come to tell you when time is up. You are required to hand in your test paper at this time, and then sign out.

After you sign out, your test paper and any other related materials are sealed in an envelope. Completed tests are logged by SAS Exam Centre staff, and then envelopes are either delivered to department offices or picked up from the SAS Exam Centre by instructors. Delivery may take 3-5 business days during the term, or 5-7 days during final exams. A delay in your instructor picking up your exam from their department office or from the SAS Exam Centre may result in a delay in marking your exam.

The biggest consideration to make is whether or not you require an accommodation to perform the job successfully.

• If yes, you will need to disclose your disability in order to request that accommodation.
• If no, you are not required to disclose your disability as long as your disability will not pose a danger at work to you or others.

There are other reasons to consider disclosing your disability besides requesting a workplace accommodation. Some disability types are more visible than others, some may lead to “forced” disclosure due to flares and the need for time off, so disclosing earlier can be helpful. How much your disability factors into your personal identity can factor in as well – if disclosing makes you feel like your more authentic self, there is value in sharing that information.

There are several times during the hiring process when you can disclose your disability:

• When the interview is scheduled, if you require any accommodations for the interview itself
• During the interview
• When the job is offered

When disclosing your disability, you don’t need to specify a diagnosis or share medical details. The employer can ask about the impact of your disability on the job regarding safety, efficiency and reliability, as well as your self-management skills and how you would handle the duties of the job.

Here are some best practices for disclosure:

• Focus the conversation on the barrier rather than on your disability
• Avoid over-sharing
• Stay positive and keep the focus on your skills and strengths. Consider the skills you have gained from managing a disability. Are there any strengths that helped you succeed academically that may be useful in the workplace?

Prepare a disclosure script in advance and practice the conversation with a friend, family member, or your SAS Coordinator. Practice it until you feel comfortable.

Example workplace accommodations include:

• Scheduling Accommodations
  • Modified shifts or hybrid/remote work
  • Restructuring work so that most difficult tasks are performed at the time of day when the individual has the most mental energy/stamina
  • Scheduled breaks
• Organizational Accommodations
  • Advanced notice of deadlines when possible
  • Divide large projects into smaller tasks in order of priority
  • Provide a checklist of tasks
  • Provide a cheat-sheet of high priority activities, projects, people, etc.
  • Provide a wall calendar or online calendar to emphasize deadlines
• Environmental Accommodations
  • Modified lighting
  • Parking space close to entrance
  • Keeping pathways clear of obstructions
  • Placing office and kitchen equipment in areas/heights that can be reached by all
  • Automatic doors
• Technological Accommodations
  • Assistive devices or software
  • Noise cancelling headphones or white noise machine

If you are requesting workplace accommodations, you should:

• Know your needs and be able to describe what type(s) of accommodations you would require on the job
• Be prepared to provide the sources and approximate costs of these accommodations

Employers have a duty to provide reasonable accommodations for potential and current employees, as defined by the Accessibility for Manitobans Act.

Disability is a protected characteristic under the Manitoba Human Rights Code. Discrimination based on disability, or any of the other protected characteristics under the Code, is prohibited. If you feel you have experienced discrimination by a potential or current employer, contact the Manitoba Human Rights Commission.