Human Resources Policies

I. POLICY:
It is the policy of the University that no qualified individual with a disability shall, on the basis of the disability, be excluded from participation in University programs and activities.

II. DEFINITIONS:
Disability is defined as any physical or mental impairment that substantially limits one or more major life activities; or having a record of such impairment; or being regarded as having such impairment. Qualified Individual with a Disability means an individual as defined above, who is capable of performing the essential functions of a particular job or of participating in a particular course of study, with or without reasonable accommodations for his/her disability.

Reasonable Accommodations are determined on a case-by-case basis and may
include, for example:

• Making facilities used by faculty, staff and students readily accessible to,
  and usable by, individuals with disabilities
• the acquisition or modification of equipment or devices
• the provision of qualified readers and interpreters
• modified work schedule
• restructured job responsibilities or reallocation of non-essential (marginal) job functions
• the appropriate adjustment or modification of examinations, training materials or policies.
  

III. REQUESTING ACCOMMODATIONS:
A. The University will reasonably accommodate a qualified individual with a disability, provided that the accommodation does not impose an undue burden on the University. Reasonable accommodations will be provided only when an individual properly identifies her/himself as a qualified individual with a covered disability and provides the appropriate documentation. Faculty and staff should submit requests for accommodations to the Office of Administrative Services. Students should contact the Director, Disability Services, for academic accommodations and the Office of Administrative Services for accommodations needed for employment on campus.

B. The University is not required to provide an accommodation that will have the effect of eliminating an essential function of the job in question or an essential requirement of an academic program, nor to provide an accommodation or service that is personal in nature, such as a hearing aid, a wheelchair, or a personal care attendant. Furthermore, the University is not required to lower performance, product or conduct standards or to alter attendance requirements expected of all faculty, staff or students.

IV. FUNDING FOR ACCOMMODATIONS:
If an accommodation is deemed appropriate and reasonable, then the department bears the initial responsibility for funding the accommodation. If the cost is beyond the department's means, higher levels in the department's reporting line should share the cost.

V. RESOLVING DISAGREEMENTS:
An employee or student who disagrees with the determination and/or proposed accommodation may use the Discrimination or Harassment Complaint Resolution Procedure.

VI. CONFIDENTIALITY:
All medical records that are related to requests for accommodations will remain confidential and will be maintained in locked files separate from academic and personnel records. Limited information may be shared with supervisors or faculty in order to arrange for necessary accommodations, but only with a release signed by the individual requesting the accommodation.

Additional Information: Inquiries regarding this policy can be directed to the Office of Administrative
Services.