[Faculty Handbook Category #1]
We will not discriminate against any qualified employee or applicant because of such individual’s disability (physical, mental, cognitive, or sensory) or sincerely held religious beliefs. Our commitment extends to all aspects of employment, including, but not limited to, hiring, promotion, discharge, compensation, benefits, and training.
In addition to not discriminating, and as set forth in this policy, we will provide reasonable accommodations that:
enable qualified individuals with disabilities to perform the essential functions of their jobs, or
enable employees with sincerely held religious beliefs to observe the requirements and restrictions of their beliefs.
Requesting an accommodation
If you have a medical condition that impairs your ability to perform one or more of your job functions, or if a job function is interfering with your expression of a sincerely held religious belief, you are encouraged to contact the Human Resources Office to request an accommodation. Accommodation decisions are made through an interactive process to determine such things as whether an accommodation is reasonable, and what accommodations are appropriate in light of the circumstances.
As we go through the interactive process to determine whether an accommodation is possible, you will be expected to perform the full functions of your job and comply with any applicable safety and other workplace rules at all times. However, if your disability or religious needs will make you incapable of meeting these expectations, we may take intermediate steps to address the matter while we complete the interactive process.
Any information we receive as part of the interactive process will be kept confidential and will only be disclosed to those individuals who have a work-related need to know about them.
Determination of reasonableness
Depending upon the circumstances, some requests for accommodation may be granted without review, and other requests may require further review. In cases where further review of a request for accommodation is deemed necessary, a member of the Human Resources Office will contact you to start the interactive process. This starts with identifying the limitations or needs that you have related to your medical condition or religious beliefs. You may be asked to provide a description of the accommodation you are requesting. You may also be required to complete a form that asks a number of questions about how your job is impacted by your medical condition or religious beliefs, and that asks you to confirm the type of accommodation you are seeking.
If you are requesting an accommodation in connection with a mental or physical impairment, you may also be provided with a form for your healthcare provider to complete that verifies the limitations that you have that are necessitating an accommodation. Your provider may also weigh in on what accommodations they believe might be sufficient.
Where multiple accommodations are possible, we have the right to determine which accommodation best meets the needs of the College.
Freedom from retaliation
You will not be subject to any form of discipline, reprisal, intimidation, or retaliation for requesting an accommodation under this policy. If you feel that you or a coworker has been subjected to conduct that violates this policy, please report it immediately to the Human Resources Office.
updated 11/24/2025