In keeping with The Rehabilitation Act of 1973 and the Americans with Disabilities Act of 1990, the University is committed to providing equal access to educational and employment opportunities for qualified individuals with disabilities. The University shall make reasonable accommodation to the known physical or mental limitations of a qualified individual with a disability, unless the University can show that providing an accommodation would impose an undue hardship.
Faculty members are not required to anticipate what a student's needs are, but should keep them in mind for planning purposes; faculty members should state on each syllabus that students inform them of special needs as soon as possible to ensure that those needs are met in a timely manner. Once students have identified themselves as having a disability and have made a request, the faculty member is entitled to confirm the legitimacy of that request. Once notified, faculty members should accommodate those requests in an effective manner. Faculty are strongly encouraged to utilize Accessibility Resource Center for assistance in providing accommodations in the classroom.
It is the student's responsibility to inform Accessibility Resource Centerand his or her professors in a timely manner of the need for an accommodation to ensure access to and use of all programs, and to ensure he or she is provided with equal services in as integrated a setting as possible. Students with disabiities bear the primary responsibility for raising their needs to the attention of faculty in a timely manner. Faculty members are not required to anticipate what a student's needs are.
Assists students who believe they have been discriminated against on the basis of disability.
When a supervisor receives a request for reasonable accommodation, he or she should verify the disability and identify the essential functions of the employee's job. Verification of the disability may be done visually if the disability is obvious. If the disability is not obvious, the supervisor may request appropriate medical documentation. All documentaion directly related to an employee's disability must be kept in a separate confidential file. The supervisor should then work with the employee to determine an effective, reasonable accommodation. If the employee accepts the accommodation, the supervisor must ensure the employee receives such accommodation. If the accommodation is rejected by the employee, the supervisor must notify the University's ADA Coordinator, who is also the Director of the Office of Equal Opportunity.
It is the employee's responsibility to inform his or her supervisor of the need for an accommodation to perform the essential functions of his or her job.
Assists employees and supervisors with requests for accommodations, and reviews all disputes regarding requests for reasonable accommodation.
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