Diversity and Inclusion
Responsible Office – Department:
Diversity and Inclusion / Employee Engagement
Effective Date of Policy:
January 1, 1999
Daemen University complies with Section 504 of the Rehabilitation Act of 1973 (Section 504), the Americans with Disabilities Act (ADA), and applicable state and local laws providing for nondiscrimination against individuals with disabilities. This policy applies to the hiring of employees and all terms and conditions of employment.
Daemen University provides reasonable accommodations for qualified individuals with disabilities so that they may enjoy all the privileges of employment. Daemen University has established an accommodation assessment procedure for the evaluation of requested accommodations in accordance with legal guidelines.
Definition of Terms:
For the purpose of this policy, terms such as disability, essential function, reasonable accommodation, qualified individual, shall be defined pursuant to Section 504 of the Rehabilitation Act of 1973, the Americans with Disabilities Act, and applicable state and local laws providing for nondiscrimination against individuals with disabilities.
It is Daemen University’s policy to:
- Ensure that qualified individuals with disabilities are treated in a nondiscriminatory manner in the hiring process and that qualified individuals with disabilities are treated in a nondiscriminatory manner with respect to all terms and conditions of employment.
- Keep all medically related information confidential in accordance with the requirements of Section 504 and the ADA.
- Provide qualified applicants and employees with disabilities reasonable accommodation.
- Notify individuals with disabilities that the University provides reasonable accommodations to qualified individuals with disabilities by including this policy in employment handbooks.
Procedure for Requesting an Accommodation:
If an employee of the University anticipates a need for accommodation, the request for accommodation should be brought to the attention of the relevant supervisor as soon as possible. Where the disability is not obvious, the employee shall provide current evidence of the disability and the limitations that require accommodation. Guidelines for documentation of disabilities are posted on the University’s website. The supervisor will forward this request to the Associate Vice President of Employee Engagement or the Chief Diversity Officer, who serves as the University’s Equal Opportunity and Affirmative Action (EOAA) Officer. The AVP EE or the CDO will discuss with the employee, the supervisor, and/or other relevant individuals, as needed, the functional limitations resulting from the disability and the reasonable accommodations to be made. Accommodation will not be authorized if it would fundamentally alter the nature of the employee’s job or create an undue hardship for the University.
An applicant for a job with the University may disclose a disability and the need for reasonable accommodations during the hiring process. This request will be forwarded to the AVP EE or the CDO for evaluation.
Requests for accommodations will remain confidential to the extent practicable and medical information will be maintained separately from personnel and academic records.