Bethel University complies with the Americans with Disabilities Act (ADA). The Americans with Disabilities Act of 1990 provides qualified individuals with disabilities an equal opportunity to benefit from the full range of employment-related opportunities available to others. For example, it prohibits discrimination in recruitment, hiring, promotions, training, pay, benefits, and other privileges of employment. It requires that employers make reasonable accommodation to the known physical or mental limitations of otherwise qualified individuals with disabilities, unless it 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 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.
Employee Accommodations Process
If an employee believes they need an accommodation, the employee should initiate the accommodations process by contacting the Office of Human Resources.
As the process begins, the employee should:
- Contact their HR Partner.
- Obtain the necessary medical documentation from their treating professional.
- Meet with the professional performing any necessary assistive technology and/or ergonomic assessments, if needed.
The HR Partner will:
- Reviews a current job description.
- Evaluate responses from employee’s medical professionals and requested assessments to help determine if the employee is eligible for an accommodation, and if so, what accommodation would be effective and reasonable.
- Arrange necessary ergonomic and or assistive technology assessments, if needed.
- Meet with their supervisor to discuss accommodations that may be proposed, if needed.
The employee, HR Partner, and supervisor 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 Human Resources if the accommodation(s) is not effective or if other issues arise.
All information obtained during the process will be maintained and used in accordance with ADA confidentiality requirements and reviewed only be those individuals who have a legitimate need to know such information or the determination of the request.
Updated 11/10/17