51吃瓜网视频

Policy 2.5.11

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SUBJECT: EMPLOYEES WITH A DISABILITY

Consistent with the Americans with Disabilities Act (ADA) of 1990, it is the policy of 51吃瓜网视频 Baptist University to provide reasonable accommodations when requested by a qualified applicant or employee with a disability, unless such accommodation would cause an undue hardship to 51吃瓜网视频 Baptist University. The policy regarding requests for reasonable accommodation applies to all aspects of employment, including the application process. If a reasonable accommodation is needed, please contact the Office of Human Resources.

Definitions: An individual with a disability is defined by ADA as any person who has "a physical or mental impairment that substantially limits one or more major life activities, a person who has a history or record of such impairment, or a person who is perceived by others as having such impairment" (ADA.gov). Major life activities can include: eating, sleeping, walking, reading, communicating, function of the immune system, function of the digestive system, function of the respiratory system, and function of the endocrine system. However, this is not an all-inclusive list.

Reasonable Accommodations and the Interactive Process: Reasonable accommodations may include modifications to the work setting, course, schedule, or activity that would properly enable a qualified individual with a disability to have an equal opportunity to enjoy the same benefits as those without a disability, as well as the opportunity to achieve suitable performance levels within the work environment.

Procedure for Accommodations Requests:

1. Staff and faculty of the university desiring to self-identify as a person with a disability or medical condition must voluntarily complete a self-identification form that will be housed in the Office of Human Resources.
2. Staff and faculty submits a medical documentation form completed by a licensed and current, active treating professional or medical doctor. This professional must be qualified in the area of specialty surrounding the medical condition in accordance with ADA. Completed medical documentation forms must be returned to the Office of Human Resources for retention and review.
3. The Office of Human Resources, upon receipt and review of required documents and supporting materials, will reach out to the staff/faculty member to schedule a meeting and begin an interactive discussion surrounding the accommodations request. A temporary accommodation may be put into place, depending on the need. Temporary accommodations may be used for the following reasons: a longer time-frame for analysis is needed, the medical need is not long-term in nature, and pandemic events.
4. The Office of Human Resources will notify the employee via their employee email regarding the approval, modification, or denial of the accommodation, along with periodic review of the
   accommodation as suitable. During this process, the Office of Human Resources may confer with the staff or faculty member's direct supervisor and/or cabinet member, while continuing to maintain confidentiality surrounding the medical condition or need.
   
   
   1. It is important to note that when the requested accommodation cannot be met, but an alternate accommodation is determined that satisfies the medical need OR if it is determined that the requested accommodation poses an undue hardship on the university, an explanation will be provided.
      Contact for Interpretation: Chief Financial Officer
      _______________________________________________________________
      This policy statement supersedes all previous policy statements on this subject

Revisions:
- 09/28/2020 - Inception of policy as well as Attachment A and B

Policy 2.5.11

Attachment A

Attachment B

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