员工住宿指引

推荐全球十大博彩公司排行榜 welcomes the full participation of individuals with disabilities in all aspects of the campus community. 相应的, the College is committed to providing equal employment opportunities for all qualified individuals with disabilities in compliance with applicable state and federal laws and regulations, 包括1990年《推荐全球十大博彩公司排行榜》.

术语定义

An “individual with a disability” is someone who has a physical or mental impairment that substantially limits one or more major life activities (e.g., walking, seeing, hearing, speaking, breathing, learning, caring for oneself). The term “substantially limits” means the individual is significantly restricted as to the condition, 的方式, or duration under which a major life activity is performed compared to most people.

A “qualified individual with a disability” is one who, 有或没有合理的住宿, is able to perform the essential functions of an employment position. 

The term “reasonable accommodation” refers to modifications to the employment situation or environment necessary to provide a qualified individual with a disability with the opportunity to perform the essential functions of a job, and to enjoy benefits and privileges of employment equivalent to employees without disabilities. In general, the term “essential functions” refers to the fundamental duties of the job at issue.

向谁求助

Employees and supervisors are encouraged to contact 人力资源 to request information or assistance with an issue pertaining to a disability and an employment situation:

人力资源

申请住宿的程序

• The employee contacts 人力资源 to discuss concerns and to request an accommodation. 
• 在员工同意的情况下, 人力资源 may consult with representatives from 访问服务, 以及员工的主管, to gather information and to discuss the appropriate measures to take.
• The employee may be asked to submit documentation to verify eligibility and to help determine reasonable accommodations. 文档应该是当前的, relevant written report of an evaluation by a qualified professional that confirms the existence of a disabling condition, identifies the functional limitations currently caused by the condition in the employment situation, and relates the current impact of the condition to the accommodations being requested. (Specific information about documentation requirements is available from 访问服务.) This documentation is to be obtained at the employee’s expense.
• In the event the documentation provided is not sufficient to support the need for accommodation, the employee may be asked to see a health care professional of the employer’s choice. This evaluation will be provided at the College’s expense.   

对住宿要求的评估

Decisions about the need for accommodation and the identification of reasonable accommodations are made after a careful evaluation of each request including, 但不限于, 以下几点:

• 与员工及其主管进行讨论; 
• Consideration of the essential job functions of the position in question; and
• Information provided in the documentation, if required

披露及保密

披露残疾是自愿的. Disability-related information is considered confidential material and will not be released without the employee’s written consent unless required or permitted by law. It will be shared with members of the campus community only with permission from the employee, 在需要知道的基础上. Any documentation required to support a request for accommodation will be maintained on a confidential basis in the 访问服务 office.

争议解决

The College believes that many disagreements can be resolved through an informal interactive process. An employee who has followed the College’s procedures for requesting accommodations and believes s/he has been denied a reasonable accommodation is encouraged to approach one of the following individuals to discuss the matter and seek assistance in resolving the disagreement:  the employee’s supervisor, 部门主任或主席, 迪安, 或教务长, 适当的. 

If the employee prefers, s/he may contact the College’s ADA/504 Compliance Officer for assistance. Employees contacting the Compliance Officer should be prepared to explain the nature of the dispute and the actions taken previously to resolve their concerns. The Compliance Officer will ensure that a thorough and impartial review of the issues is conducted and may consult with the parties involved to gather additional information and, 当表示, may convene a meeting of relevant individuals to seek resolution of the dispute. 员工会被告知, 以书面形式, of the outcome of this process within fifteen (15) workdays of having discussed the dispute with the Compliance Officer. The ADA/504 Compliance Officer, who is the College’s Equal Opportunity Officer, may be reached at eoo@wolaipei.com 和610-526-7630.

Retaliation against any individual because s/he has initiated a good faith disability discrimination grievance will not be tolerated by the College.