Information for Employees

推荐全球十大博彩公司排行榜欢迎残疾人士充分参与校园社区的各个方面. Accordingly, 学院致力于根据适用的州和联邦法律法规，为所有合格的残疾人士提供平等的就业机会, including the Americans with Disabilities Act of 1990.

Definition of Terms

“有残疾的人”是指身体或精神上有缺陷，严重限制了一项或多项主要生活活动的人.g., walking, seeing, hearing, speaking, breathing, learning, caring for oneself). 术语“实质性限制”是指个人在病情方面受到重大限制, manner, 或者是一项主要生活活动的持续时间与大多数人相比.

A “qualified individual with a disability” is one who, with or without reasonable accommodation, is able to perform the essential functions of an employment position. 

“合理便利”一词是指对雇用情况或环境作出必要的修改，以便为合资格的残疾人士提供履行工作基本职能的机会, 并享有与无残疾雇员同等的就业福利和特权. 一般而言，“基本职能”一词是指有关工作的基本职责.

Who to Contact for Assistance

Employees and supervisors are encouraged to contact Human Resources 请求有关残疾或就业情况的信息或帮助.

Procedures for Requesting Accommodations

• 该员工与人力资源部联系，讨论其担忧并要求提供住宿. 
• With the employee’s consent, Human Resources may consult with representatives from Access Services, as well as the employee’s supervisor, to gather information and to discuss the appropriate measures to take.
• 员工可能会被要求提交文件，以验证其资格，并帮助确定合理的住宿. The documentation should be a current, 由合格的专业人员出具的确认残疾状况存在的相关评估报告, 识别当前由就业状况引起的功能限制, 并将当前状况的影响与所要求的住宿联系起来. (有关文件要求的具体信息可从Access Services获得.) This documentation is to be obtained at the employee’s expense.
• 如果所提供的文件不足以支持住宿的需要, 雇主可能会要求雇员去看雇主选择的保健专业人员. This evaluation will be provided at the College’s expense.   

Evaluation of Requests for Accommodations

关于住宿需求和确定合理住宿的决定是在对每个请求进行仔细评估后做出的，包括, but not limited to, the following:

• Discussions with the employee and his/her supervisor, 
• Consideration of the essential job functions of the position in question; and
• Information provided in the documentation, if required

Disclosure and Confidentiality

Disclosure of a disability is voluntary. 残疾相关信息被视为机密材料，除非法律要求或允许，否则未经员工书面同意不得公布. 只有在获得员工许可的情况下，才能与校园社区的成员共享, on a need-to-know basis. 支持住宿请求所需的任何文件将在访问服务办公室保密保存.

Dispute Resolution

学院认为，许多分歧可以通过非正式的互动过程来解决. 如果员工按照学院的程序要求住宿，并认为自己被拒绝提供合理的住宿，我们鼓励他/她与以下个人之一联系，讨论此事并寻求帮助以解决分歧:员工的主管, department director or chair, dean, or the Provost, as appropriate. 

如果员工愿意，他/她可以联系学院的ADA/504合规官寻求帮助. 与合规官联系的员工应准备好解释争议的性质以及之前为解决其担忧而采取的行动. 合规官将确保对问题进行彻底和公正的审查，并可与有关各方协商，以收集更多信息和, when indicated, may convene a meeting of relevant individuals to seek resolution of the dispute. The employee will be informed, in writing, 在与合规官讨论争议后的十五(15)个工作日内，告知该流程的结果. ADA/504合规官是学院的平等机会官，可以通过以下方式联系 eoo@qiju123.com and 610-526-7630.

学院不会容忍任何个人因善意提出残疾歧视申诉而遭到报复.

为支持住宿请求而提供的文件应该是当前的, 由合格的专业人员出具的确认残疾状况存在的相关评估报告, 识别由就业状况引起的功能限制, 并将当前状况的影响与所要求的住宿联系起来. It should be on letterhead stationery, provide the date of the most recent evaluation, and include the signature, title, and credentials of the professional conducting the evaluation. At a minimum, the following information should be included:

• Clear statement of the specific diagnosis and level of severity
• 描述用于诊断的方法、标准和诊断测试(如果有的话)
• Summary of evaluation results including relevant history, treatment (with timeframe and current medications), and treatment plan
• 讨论造成就业状况重大限制的当前表现形式
• 建议合理的住宿，以帮助减少影响的条件, with a rationale for each one
• Time period for which these accommodations are recommended