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»Ê¼Ò»ªÈË complies with the Americans with Disabilities Act (ADA) and applicable state and local laws providing for nondiscrimination in employment against qualified individuals with disabilities. »Ê¼Ò»ªÈË provides reasonable accommodation for such individuals in accordance with these laws.

Policy

Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect qualified individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship.

Under the ADA, a person has a disability if he or she has a physical or mental impairment that substantially limits a major life activity. A substantial impairment is one that significantly limits or restricts a major life activity such as hearing, seeing, speaking, breathing, walking or caring for oneself.

Qualified individuals with disabilities are treated in a nondiscriminatory manner in the pre-employment process and employees with disabilities are treated in a nondiscriminatory manner in all terms, conditions, and privileges of employment.

Volunteering information about a disability will not subject an employee to any adverse treatment or penalty. All information concerning disabilities will be considered confidential and will be released only in accordance with the requirements of the ADA and other applicable laws.​

Process for Requesting an Accommodation

Qualified individuals with disabilities may make requests for reasonable accommodation to the Director of Human Resources, Employee Experience. The employee is responsible for requesting accommodation and for providing medical documentation to assist in understanding the nature of the employee's functional limitations.

The Director of Human Resources, Employee Experience, the CHRO, and the appropriate management representatives identified as having a need to know (e.g., the individual's supervisor/department head or VPAA, if accommodation is made for a member of the faculty), will determine the feasibility of the requested accommodation, considering various factors, including, but not limited to, the nature and cost of the accommodation, the availability of tax credits and deductions, outside funding, the college's overall financial resources and organization, and the accommodation's impact on the operation of the department, including its impact on the ability of other employees to perform their duties and on the college's ability to conduct business.

Human Resources will inform the employee of the college's decision on the accommodation request. The accommodation shall be reviewed annually or in the event of a change to the medical status of the employee​.

Questions regarding this policy should be directed to Human Resources at 704-894-2213.