Employment: Disabilities and Accommodations
|SECTION: HR - Employment
||NEXT REVIEW DATE: July 2017
|APPROVED: August 2011
||REVIEWER: Director of Human Resources
|APPROVED BY: William C. Rickle, S.J.
||REVISION DATE: July 2016
||REVISION NUMBER: 2
Wheeling Jesuit University complies with overlapping federal requirements which extend 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 applicants and employees.
2.1 Policy Statement
2.1.1 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.
2.2.1 "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 as reported by the employee or being regarded as having such an impairment.
2.2.2 "Reasonable accommodations" - 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.
2.3.1 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.
2.3.2 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 HIPAA regulations.
2.3.3 The immediate supervisor and/or Human Resources will, in consultation with the individual:
- 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 the mutual needs of the individual and the University, considering undue hardship constraints; and
- Support the acquisition of required assistive technology, where appropriate.
2.3.4 The supervisor and/or Human Resources will provide a decision to the job applicant, candidate, or employee on the accommodation request within a reasonable amount of time. Individuals will be informed of the decision in writing as a follow-up to the interview, meeting, or request.
- If an accommodation for a current employee cannot be met due to an undue hardship, the University and the employee will work together to determine whether reassignment may be a possible accommodation.
- If an accommodation for an applicant or candidate cannot be met due to an undue hardship, the University will inform the applicant or candidate of the decision and determine if another position for which the applicant or candidate may be qualified is available as a possible accommodation.
2.3.5 Questions regarding this policy may be directed to the Director of Human Resources, an appropriate administrator, and/ or the Affirmative Action/Equal Employment Officer.
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 or designee.