Policy on Reasonable Accommodation
I. Purpose and Scope
The College recognizes that individuals with a disability may need a reasonable accommodation to have equally effective opportunities to participate in employment. The purpose of this policy is to meet requirements of federal and state anti-discrimination laws and to provide employees with reasonable accommodations as required by law. This policy applies to qualified disabled applicants and employees.
II. Definitions
For the purposes of this policy, Federal and State anti- discrimination law definitions of disability, reasonable accommodations, undue hardship and other definitions and legal standards pertinent to the provision of reasonable accommodations apply. Consistent with the terminology utilized in the Federal and State anti-discrimination laws, the College uses the words “handicap” and “disability” in this policy. However, the College recognizes that not all persons with medical conditions who are covered under these laws consider themselves to be handicapped or disabled.
III. Policy
The College is committed to providing equal access to employment opportunities for qualified persons with disabilities. Upon request for an accommodation, the College will provide a reasonable accommodation to any otherwise qualified disabled applicant or employee so long as such accommodation does not create an undue burden on the College, as defined by law.
The College provides reasonable accommodations:
- when an applicant with a disability needs accommodation in order to be considered for a job;
- when an otherwise qualified employee with a disability needs accommodation to enable them to perform the essential functions of the job or to gain access to the workplace, and;
- when an employee with a disability needs accommodation to access the benefits and privileges of employment.
The College will process requests for reasonable accommodation and provide reasonable accommodations in a prompt, fair and efficient manner.
IV. Additional Information
An applicant for employment may request a reasonable accommodation orally or in writing from the College employee with whom the applicant has contact in connection with the application process or through Human Resources (“HR”).
An employee (faculty or staff) may request a reasonable accommodation orally or in writing from their direct supervisor or Human Resources. Oral requests for accommodations should be reduced to writing by the receiving party. If a supervisor or manager received a request for a reasonable accommodation, the supervisor shall be responsible for reporting the request to Human Resources.
Under certain circumstances, as allowed or required by applicable law, an employee may be required to provide medical documentation to support a request for a reasonable accommodation. An employee also may be required to undergo an independent medical examination.
V. Rights to Remedy
If an individual feels that they have been unfairly denied a reasonable accommodation, the individual may file a complaint with the Assistant Vice President for Compliance. In addition, a complaint may be filed with either or any of the jurisdictionally appropriate agencies listed below. Filing a complaint with the Assistant Vice President for Compliance does not prohibit an individual from filing a complaint with the appropriate government ministry or agency.
VI. Contact and Reporting Information
Address:
Human Resources
Skinner 1 Hall
Mount Holyoke College
Email: employee-relations@mtholyoke.edu
human-resources@mtholyoke.edu (general, please do not include medical documentation)
Phone: 413-538-2503
Reasonable Accommodation Request Form:
https://cm.maxient.com/reportingform.php?MountHolyoke&layout_id=27
Reporting Form for Discrimination on the Basis of Disability:
https://cm.maxient.com/reportingform.php?MountHolyoke&layout_id=7
Related Policies & Procedures: Student Handbook Discrimination Policies
Established: September 2024
Date Last Revised: September 9, 2024
Approved by: Human Resources
Responsible Office: Human Resources