Employment: Disabilities and Accommodations
Date to be reviewed:
|Director of Human Resources|
Wheeling Jesuit University complies with overlapping federal requirements which extends civil rights protection to persons with disabilities and prohibits employment discrimination on the basis of disability. The University is committed to providing reasonable accommodation to remove barriers to employment for qualified applications and employees.
2.0 POLICY STATEMENT
2.1 Policy Statement
This policy applies to all applications, employees and employees seeking promotional opportunities. The Americans with Disabilities Act of 1990, as amended, protects qualified applicants and employees with disabilities from discrimination in hiring, promotion, discharge, pay, job training, fringe benefits, classification, referral, and other aspects of employment on the basis of disability. Section 503 of the Rehabilitation Act of 1973, as amended, requires affirmative action to employ, and advance in employment, qualified persons with disabilities who, with reasonable accommodation, can perform the essential functions of a job. Section 504 of the Rehabilitation Act of 1973, as amended, prohibits employment discrimination in any program or activity which receives financial assistance from the federal government.
- "Individual with a disability" - an individual who has a physical or mental impairment that substantially limits one or more of the major life activities of such individual; a record of such an impairment or being regarded as having such an impairment.
- "Reasonable accommodation" - describes a modification or adjustment to a job, job application process, an employment practice, or the work environment that makes it possible for a qualified individual with a disability to enjoy an equal employment opportunity without placing an undue hardship on the University.
- The job applicant, candidate, or employee will inform his/her interviewer, immediate supervisor or the Director of Human Resources of the need for an accommodation.
- Documentation of the individual's limitations may be requested to support the consideration for the accommodation. Any and all medical documentation must be collected by Human Resources and maintained on separate forms and in a separate file in compliance with applicable regulations.
- The immediate supervisor and/or Human Resources will, in consultation with the individual:
The supervisor and/or Human Resource will provide a decision on the accommodation request within a reasonable amount of time. Candidates will be informed of the decision as a part of the interview follow-up.
If an accommodation for a current employee cannot be met due to an undue hardship, the University and the employee can work together to determine whether reassignment may be a possible accommodation.
Questions regarding this policy may be directed to the Director of Human Resources, an appropriate administrator, and/or the Affirmative Action/Equal Employment Officer.
- Discuss the essential functions of the job;
- Determine the precise job-related limitation(s);
- Identify and assess the effectiveness of the requested accommodation(s);
- Select and implement an accommodation that meets and mutual needs of the individual and the University, considering undue hardship constraints and
- Support the acquisition of required assistive technology, where appropriate.
The Director of Human Resources has the authority to change, modify or approve exceptions to this policy at any time with or without notice and with the approval of the University President.
- Harassment Policy
- HIPPA Policy