Disability Accommodations Policy
Memorandum #353 Disability Accommodations Policy
Date last Revised: August 16, 2007
Revised: November 6, 2015
Date of Issue: October 1999
To establish a policy to ensure compliance with the Americans with Disabilities Act of 1990, as amended, Sections 503 and 504 of the Rehabilitation Act of 1973, as amended, the Pennsylvania Human Relations Act, and the Philadelphia Fair Practices Ordinance which prohibits employment discrimination against qualified individuals with disabilities. To prevent discrimination on the basis of disability in employment and employment opportunities and provide reasonable accommodations for qualified individuals with disabilities to enable them to perform the essential functions of their positions unless such accommodations will impose an undue hardship on the College.
Under the direction of the President, the Director of Diversity, Equity and Inclusion and Title IX Coordinator shall ensure compliance with this policy. The Director of Diversity, Equity and Inclusion and Title IX Coordinator in conjunction with the Vice Presidents, Deans, and all other supervisory staff, shall implement this policy.
It is the policy of the Community College of Philadelphia to prevent discrimination on the basis of disability and provide equal employment opportunity for all qualified individuals, including those with disabilities. The College will provide reasonable accommodations to enable such qualified individuals to perform the essential functions of their jobs provided that the accommodations do not impose an undue hardship to the College.
Any individual with a disability who is seeking a reasonable accommodation in connection with employment should contact the Associate Vice President for Human Resources or the Director of Diversity, Equity and Inclusion and Title IX Coordinator to obtain the ADA Request for Reasonable Accommodation Form and the Disability Status Determination Form to be completed by the individual’s licensed health care practitioner. Both forms should be completed and returned to the Associate Vice President for Human Resources. Both forms are available online by going to the Office of Diversity and Equity website.
Once all the required documentation has been provided to the Associate Vice President for Human Resources, a determination will be made to determine if the employee is entitled to an accommodation under the policy. If the requesting employee is entitled to an accommodation under the policy, the Associate Vice President for Human Resources will forward the request to the Director of Diversity, Equity and Inclusion and Title IX Coordinator to determine whether a reasonable accommodation is available that will enable the employee to perform the essential functions of the job.
The College may offer a reasonable accommodation other than the one requested by the employee if the College determines the alternative reasonable accommodation allows the employee to perform the essential job functions. Once a determination has been made regarding the request, the Director of Diversity, Equity and Inclusion and Title IX Coordinator shall provide a written response to the employee, his or her supervisor, and relevant Vice President. The accommodation request and any personal health information will be kept confidential to the degree practical.
An employee who disagrees with the Director of Diversity, Equity and Inclusion and Title IX Coordinator's determination may appeal by providing a written appeal to the college President. The President or his designee will make a decision regarding the appeal within 14 business days and render a written decision to the employee, the employee’s supervisor, and to the Director of Diversity, Equity and Inclusion and Title IX Coordinator concerning the accommodation request. The decision of the President or his designee is final.
Financial Responsibility for Accommodations
The employee’s department assumes the responsibility for funding the approved accommodations. If the department head or relevant divisional vice president believes that the cost of providing the accommodation will cause an undue burden on the operations of the department, the Director of Diversity, Equity and Inclusion and Title IX Coordinator should be notified and the department shall submit a request with an explanation for additional funding to the Vice President of Business and Finance for consideration of a final determination regarding funding the accommodation.