{"id":16542,"date":"2023-05-26T13:02:11","date_gmt":"2023-05-26T17:02:11","guid":{"rendered":"https:\/\/marymount.edu\/?page_id=16542"},"modified":"2024-01-30T10:44:25","modified_gmt":"2024-01-30T15:44:25","slug":"americans-with-disabilities-act-ada-policy","status":"publish","type":"page","link":"https:\/\/marymount.edu\/faculty-and-staff\/human-resource-services\/human-resources-policies\/americans-with-disabilities-act-ada-policy\/","title":{"rendered":"Americans with Disabilities Act (ADA) Policy"},"content":{"rendered":"<h3><span style=\"font-weight: 400;\">Effective Date<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">June 12, 2017<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Last Revision Date<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">June 2023\u00a0<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Responsible Party<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Human Resources<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Scope<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">All employees and applicants for employment.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Purpose<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">To state the University\u2019s commitment to and process for complying with applicable laws regarding Reasonable Accommodations for employees and applicants who have a disability.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Policy Statement<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Marymount University (\u201cUniversity\u201d) is committed to providing a positive working environment that fosters respect and equitable treatment.\u00a0 The University prohibits discrimination against qualified individuals with a disability in employment activities.\u00a0 The University also provides Reasonable Accommodations to ensure equal access and opportunity to applicants and employees.\u00a0<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">1.0\u00a0 Definitions<\/span><\/h2>\n<h3><span style=\"font-weight: 400;\">1.1\u00a0 Disability<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">With respect to an individual:<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">A Physical or Mental Impairment that substantially limits one or more Major Life Activities of such individual;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">A record of such an impairment; or<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Being regarded as having such an impairment.<\/span><\/li>\n<\/ol>\n<h3><span style=\"font-weight: 400;\">1.2\u00a0 Essential Functions<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Position duties that are fundamental to a specific employment position. A function can be \u201cessential\u201d if, among other things: the position exists to perform the function; a limited number of other employees are available to perform the function; or the function is highly specialized and the individual is hired based on having those specialized skills. Factors which determine whether a particular function is essential include:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The judgment of the position\u2019s supervisor<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">A written position description developed before a position is advertised<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The amount of time spent performing the function<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The consequences of not requiring the person in the position to perform the function<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The work experience of past incumbents in the position or current incumbents in similar positions.<\/span><\/li>\n<\/ul>\n<h3><span style=\"font-weight: 400;\">1.3 Major Life Activities<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Activities such as caring for oneself, performing manual tasks, seeing, hearing, eating, sleeping, walking, standing, sitting, reaching, lifting, bending, speaking, breathing, learning, reading, concentrating, thinking, communicating, interacting with others, and working. Major Life Activities also include the operation of major bodily functions, including functions of the immune system, special sense organs and skin, normal cell growth, digestive, genitourinary, bowel, bladder, neurological, brain, respiratory, circulatory, cardiovascular, endocrine, hemic, lymphatic, musculoskeletal, and reproductive functions.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">1.4\u00a0 Physical or Mental Impairment<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">An impairment that results from anatomical, physiological, or psychological abnormalities which are demonstrated by medically acceptable clinical and laboratory diagnostic techniques.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">1.5 Qualified<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">An individual with a Disability is Qualified for a specific position if the individual:<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Satisfies the requisite skill, experience, education, and other position-related requirements of the position, and<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Can perform the Essential Functions of the position with or without Reasonable Accommodation(s).<\/span><\/li>\n<\/ol>\n<h3><span style=\"font-weight: 400;\">1.6\u00a0 Reasonable Accommodation<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Any change in the workplace or in the way things are customarily done that provides an equal employment opportunity to an individual with a Disability that does not cause an Undue Hardship to the University.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The University provides Reasonable Accommodation:<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">When an individual with a Disability needs a Reasonable Accommodation to have an equal employment opportunity in the application process;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">When an individual with a Disability needs a Reasonable Accommodation to perform the Essential Functions of the position held or sought, or to gain access to the workplace; and<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">When an individual with a Disability needs a Reasonable Accommodation to enjoy equal access to benefits and privileges of employment (e.g., details, trainings, office-sponsored events).<\/span><\/li>\n<\/ol>\n<h3><span style=\"font-weight: 400;\">1.7\u00a0 Undue Hardship<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">An action that is unduly costly, extensive, substantial, disruptive, or that would fundamentally alter the employment position and\/or the nature or operation of the University.<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">2.0\u00a0 Initiating a Request for a Reasonable Accommodation<\/span><\/h2>\n<h3><span style=\"font-weight: 400;\">2.1 Accommodation in the Application\/Interview Process<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Human Resources provides information and assistance to applicants who request an accommodation. An applicant with a Disability may request an accommodation in the hiring process or application itself (such as a modification in the manner in which an application is filed). Applicants are responsible for making accommodation requests to Human Resources through the application process. An applicant\u2019s request for an accommodation must allow the University sufficient time to review and respond to the request, and an accommodation will not be implemented retroactively. Applicants may be asked to provide supporting documentation as part of the Interactive Process.<\/span><\/p>\n<p>2.1.1 Skill-Based Application Tests<\/p>\n<p><span style=\"font-weight: 400;\">In the event an applicant with a Disability applies for a position which requires all applicants to complete a test(s) measuring certain skills, the applicant may request a testing accommodation. If the test is a requirement of the application process, an applicant with a Disability will not be granted a \u201ctest exemption.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Examples of testing accommodations may include, but are not limited to:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Testing in a private room;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Providing extended time to take the test;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Providing instructions\/test in large or bold print;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Providing magnification;<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Use of a computer with screen readers (voice output);<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Use of scratch paper; and<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Allowing breaks.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">An applicant with a Disability may need an accommodation to help meet the standard, but the standard must not be lowered, changed, or altered. In most cases, the University cannot approve an accommodation such as an alternative format or extended time without supporting documentation from a licensed healthcare provider.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">2.2 Employee Request for a Reasonable Accommodation<\/span><\/h3>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Human Resources is the University\u2019s point-of-contact for an employee requesting a Reasonable Accommodation. A supervisor notified of an employee\u2019s Disability or a request for Reasonable Accommodation should immediately inform Human Resources.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Any current employee, or a family member or healthcare provider acting on the employee\u2019s behalf, may request a Reasonable Accommodation from Human Resources in person, or via phone, email, or fax. The responsibility for initiating a request for a Reasonable Accommodation rests with the employee.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The employee requesting a Reasonable Accommodation should notify Human Resources as soon as practical and provide information on the nature of the employee\u2019s Disability. Human Resources will contact the employee to obtain additional information regarding the potential qualifying Disability and requested Reasonable Accommodation. The employee must complete a Request for Reasonable Accommodation Form, and may be requested to complete an Authorization for Limited Release of Medical Information Form if the employee\u2019s disability is not known or obvious.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The <a href=\"https:\/\/marymount.edu\/wp-content\/uploads\/2024\/01\/Request-for-ADA-Reasonable-Accommodation-Form-1-2024.pdf\">Request for Reasonable Accommodation Form<\/a> and Authorization for Limited Release of Medical Information Form (if requested) must be completed in full and submitted to Human Resources in a timely manner. Upon request, Human Resources will assist the employee in completing these forms. The University needs all applicable requested information to determine an employee\u2019s request for a Reasonable Accommodation.<\/span><\/li>\n<\/ol>\n<h2><span style=\"font-weight: 400;\">3.0 Interactive Process<\/span><\/h2>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The University, through Human Resources, engages in the Interactive Process with the individual requesting an accommodation. An individual requesting an accommodation is strongly encouraged to participate in, and cooperate throughout the Interactive Process. Human Resources works collaboratively with the individual requesting an accommodation and the supervisor (if appropriate) to identify a mutually-agreeable Reasonable Accommodation. For an employee requesting an accommodation, Human Resources will:<\/span>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Consult with the employee\u2019s supervisor concerning the substance of the request and, in conjunction with the employee\u2019s supervisor, analyze the Essential Functions as defined in the position description.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Consult with the employee to determine the position-related limitation(s) resulting from the employee\u2019s Disability and how the limitation(s) could be overcome by a Reasonable Accommodation.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">If possible, identify in consultation with the employee and the supervisor, Reasonable Accommodation(s) that may overcome the limitation(s) and assess the effectiveness and feasibility of the proposed accommodation(s).<\/span><\/li>\n<\/ol>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Depending on the nature of the Disability and Essential Functions of the position, a Reasonable Accommodation may be temporary or long-term.<\/span><\/li>\n<\/ol>\n<h2><span style=\"font-weight: 400;\">4.0 Requested Accommodation(s) Not Required<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The University may deny a requested accommodation(s) if:<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">It is determined that even with the requested accommodation(s), the individual will not be able to perform all of the Essential Functions of the position as defined in the job description; or<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The healthcare documentation submitted to the University in support of the individual\u2019s requested accommodation(s) does not establish the existence of a Disability within the terms of the ADA or Section 504; or<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The requested accommodation(s) will impose an Undue Hardship; or\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The individual requesting the accommodation(s) poses a direct threat or significant risk of substantial harm to the health or safety of the individual or others. The University must determine, on a case-by-case basis, whether a Reasonable Accommodation would either eliminate the risk or reduce it to an acceptable level.<\/span><\/li>\n<\/ol>\n<h2><span style=\"font-weight: 400;\">5.0\u00a0 Decision Concerning a Requested Accommodation(s)<\/span><\/h2>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">If a Reasonable Accommodation is identified, Human Resources communicates the decision in writing to the individual and the supervisor.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">If an anticipated Reasonable Accommodation cannot be provided immediately for some reason, an interim accommodation may be granted if the University has received sufficient information through the Interactive Process to believe it is reasonably likely that an individual will be entitled to a Reasonable Accommodation.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">If denying a requested accommodation, Human Resources will explore the possibility of a different Reasonable Accommodation with the individual.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">If Human Resources offers a Reasonable Accommodation other than the one requested, but the alternative Reasonable Accommodation is not accepted by the individual, Human Resources will record the individual\u2019s refusal of the alternative Reasonable Accommodation and Section 6.0 of this policy, Refusing an Offered Reasonable Accommodation, then applies.<\/span><\/li>\n<\/ol>\n<h2><span style=\"font-weight: 400;\">6.0 Refusing an Offered Reasonable Accommodation<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">An individual with a Disability may refuse a Reasonable Accommodation offered by the University. However, if an individual with a Disability refuses an offered Reasonable Accommodation and is unable or unwilling to perform the Essential Functions of the position at a satisfactory level without the offered Reasonable Accommodation, the individual will not be considered Qualified and may be dismissed from the application process, employment, or be subject to a medical layoff as provided by applicable law or University policy.\u00a0<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">7.0\u00a0 Confidentiality<\/span><\/h2>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">All health information obtained by the University in connection with a request for a Reasonable Accommodation will be kept confidential and maintained by Human Resources in a separate, employee health information file.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The employee\u2019s supervisor will be informed by Human Resources of any restrictions in duties or work and any implemented Reasonable Accommodation. An employee is not required to disclose the health basis for a requested Reasonable Accommodation to the employee\u2019s supervisor. The employee\u2019s personal, health-related information must not be solicited by the supervisor.<\/span><\/li>\n<\/ol>\n<h2><span style=\"font-weight: 400;\">8.0\u00a0 Subsequent Review<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">A Qualified employee and\/or supervisor may confer with Human Resources to determine the continuing need for any approved Reasonable Accommodation. Any request for updated or new medical information must meet the job-related and consistent with business necessity standard under the ADA.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Effective Date June 12, 2017 Last Revision Date June 2023\u00a0 Responsible Party Human Resources Scope All employees and applicants for employment. Purpose To state the University\u2019s commitment to and process for complying with applicable laws regarding Reasonable Accommodations for employees and applicants who have a disability. Policy Statement Marymount University (\u201cUniversity\u201d) is committed to providing [&#8230;]<\/p>\n<p><a class=\"btn btn-secondary understrap-read-more-link\" href=\"https:\/\/marymount.edu\/faculty-and-staff\/human-resource-services\/human-resources-policies\/americans-with-disabilities-act-ada-policy\/\">Read More&#8230;<\/a><\/p>\n","protected":false},"author":222,"featured_media":0,"parent":16497,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"page-templates\/fullwidthpage.php","meta":{"_acf_changed":false,"_lmt_disableupdate":"no","_lmt_disable":"","ngg_post_thumbnail":0,"footnotes":""},"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v22.3 (Yoast SEO v22.3) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Americans with Disabilities Act (ADA) Policy - Marymount University<\/title>\n<meta name=\"description\" content=\"Effective Date June 12, 2017 Last Revision Date June 2023\u00a0 Responsible Party Human Resources Scope All employees and applicants for employment. 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