Americans with Disabilities Act

Bethel University complies with the Americans with Disabilities Act (ADA). The Americans with Disabilities Act of 1990 and its amendments provides qualified disabled individuals an equal opportunity to benefit from the full range of employment-related opportunities available to others. It prohibits discrimination in recruitment, hiring, promotions, training, pay, benefits, and other privileges of employment and requires that employers make reasonable accommodation to the known physical or mental limitations of otherwise qualified individuals with disabilities, unless 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.

Interactive Dialogue and Accommodation Process

If an employee believes they require an accommodation to be able to do the essential functions of their job, the employee should 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:

1. Let their manager know they would like to discuss an accommodation for a disability so they can do the essential functions of their job.
2. 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.
3. Obtain the necessary medical documentation from their treating professional, if and when required.
4. Meet with the professional performing any necessary assistive technology and/or ergonomic assessments, if needed.

Actions taken may include:

1. Evaluation of responses from employee’s medical professionals and request of assessment to help determine if the employee is a qualified disabled person.
2. Discussion with all parties regarding what accommodation could be effective and reasonable.

1.  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.
2.  Discussions should be interactive to allow for suggestions and alternatives.
3. Meetings with a supervisor to discuss accommodations that may be proposed.

The parties will then:

1. Meet to discuss the accommodation(s) proposed and document agreed upon accommodations, if needed.

The employee should:

1. Inform their supervisor in a timely manner if the accommodation is not effective.

Medical information obtained during the process will be maintained and used in accordance with ADA confidentiality requirements and reviewed only by those individuals who have a need to know such information or the determination of the request.