Bethel University complies with the Americans with Disabilities Act (ADA). The Americans with Disabilities Act of 1990 and its amendments provides qualified disabled individuals
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an equal opportunity to benefit from the full range of employment-related opportunities available to others.
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It prohibits discrimination in recruitment, hiring, promotions, training, pay, benefits, and other privileges of employment
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and requires that employers make reasonable accommodation to the known physical or mental limitations of otherwise qualified individuals with disabilities, unless
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such accommodation results in undue hardship to the employer.
In general, an accommodation is any change in the work environment or in the way things are customarily done that enables an individual with a qualified disability to enjoy equal employment opportunities, to perform the essential functions of the job, or to enjoy the benefits and privileges of employment as are enjoyed by its other similarly situated employees without disabilities.
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Interactive Dialogue and Accommodation Process
If an employee believes they
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require an accommodation to be able to do the essential functions of their job, the employee should
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notify their supervisor and initiate and / or participate in an interactive dialogue with their supervisor and possibly the Office of People and Culture.
As the process begins, the employee should:
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- Let their manager know they would like to discuss an accommodation for a disability so they can do the essential functions of their job.
- Speak with the Office of People and Culture to determine what medical documentation is required by Bethel to determine if they are a qualified disabled individual and/or to begin discussions about the possibilities.
- Obtain the necessary medical documentation from their treating professional, if and when required.
- Meet with the professional performing any necessary assistive technology and/or ergonomic assessments, if needed.
The Director of People Operations will:
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Actions taken may include:
- Evaluation of responses from employee’s medical professionals and requested assessments request of assessment to help determine if the employee is eligible for an accommodation, and if so, what accommodation would a qualified disabled person.
- Discussion with all parties regarding what accommodation could be effective and reasonable.
- Arrange necessary ergonomic and or assistive technology assessments, if needed.
- Meet with their Discussions should involve the employee, his/her manager and possibly individuals in the Office of Safety & Security and/or Facilities Management depending upon the type of accommodation requested.
- Discussions should be interactive to allow for suggestions and alternatives.
- Meetings with a supervisor to discuss accommodations that may be proposed, if needed.
The employee, Director of People Operations, and supervisor parties will then:
- Meet to discuss the accommodation(s) proposed and document the agreed upon accommodations, if needed.
The employee should:
- Inform their supervisor in a timely manner if the accommodation (s) is not effective.
The supervisor should:
- Implement the accommodation(s) in a timely manner.
- Monitor and evaluate the effectiveness of the accommodation(s) with the employee.
- Contact People and Culture if the accommodation(s) is not effective or if other issues arise.
All Medical information obtained during the process will be maintained and used in accordance with ADA confidentiality requirements and reviewed only be by those individuals who have a legitimate need to know such information or the determination of the request.Updated 11/10/17