Policies
and Procedures Manual
|
|
Subject of Policy Statement |
Effective Date |
Policy Number |
|
Disability and Accommodations (Public/Employees/Students) |
Rev: 05/15/07 |
0-108 |
I.
INTRODUCTION (Purpose and Intent)
It is the policy of the
II.
STATEMENT OF POLICY
A. PUBLIC ACCOMMODATIONS
Sponsors of programs and
events, such as campus cinemas, lectures and speakers, must advise potential
attendees who may require reasonable accommodation to participate, that such
accommodation must be requested of the program sponsor at least five (5) working
days prior to the event. (A sample
request form may be found at http://www.usf.edu/eoa/documents/ADA_Request_for_Public_Accommodation_Form.doc) Normally,
the accommodation will be provided and funded by the program sponsor, however,
requests for assistance and questions may be directed to the USF Diversity and
Equal Opportunity Office (813-974-4373).
Final decisions on USF Public Accommodations issues will be made by the
Executive Vice President and CFO on behalf of USF.
B. EMPLOYEES
1.
Application
a. USF is an Equal
Opportunity/Equal Access university.
b. Applicants are entitled to
request reasonable accommodation in the application process. A request is to be made at least five (5)
working days prior to the time the accommodation is needed.
c. USF may make pre-employment
inquiry as to an applicant's ability to perform essential job functions with or
without reasonable accommodation and invite an applicant to give five (5)
working days notice of any reasonable accommodation needed during the
recruitment/hiring process. Otherwise,
USF will not make pre-employment inquiry as to disability. Medical/disability records must be maintained
separately from the official personnel file in the Division of Human Resources.
d. Pre-employment physical
exams may be required for those positions for which there is a bona fide
job-related physical requirement.
However, if such exams will be required of persons with a disability
then those exams must also be required of all individuals seeking the positions
after conditional job
offers are made.
2. Employment
USF prohibits discrimination
against its employees on the basis of disability, as provided by law, and is
committed to providing accessibility and reasonable accommodation to its
employees with regard to any aspect of employment including fringe benefits,
training, conferences, meetings and recreational/social activities sponsored by
USF.
To request a reasonable
accommodation an employee of the University must:
Using the designated
accommodation request form (http://usfweb2.usf.edu/usfpers/procedures/Forms%20TOC.htm)
specify the requested accommodation(s) and submit the information to the
Employee Relations Department of the Division of Human Resources (“Employee
Relations”).
Attach documentation of the
diagnosis of a disability from the employee's health care practitioner (e.g.,
medical doctor, psychiatrist, psychologist, physical therapist, vocational
rehabilitation specialist). Such
documentation is to include sufficient evidence that the employee has a
physical or mental impairment that substantially limits one or more major life
activities.
Upon request from the Division
of Human Resources, the employee's supervisor will provide Employee Relations
with a written statement outlining the potential impact of the requested
accommodation(s) upon the department.
After consulting with the
employee, supervisor, and other required parties, as applicable, Employee
Relations will, if appropriate:
Offer the employee in writing
an effective reasonable accommodation.
Assign an Accommodation Request
Number (ARN) for internal processing needs of the University.
University employees scheduled
for domestic or international travel who are requesting an
The initial responsibility for
funding the cost of a reasonable accommodation rests with the employee's
department. Should a department
demonstrate to the next highest administrative level that sufficient funds do not
exist, the department head should refer a request for co-funding to the next
highest administrative level. Final
decisions on how to fund reasonable accommodations will be made by the
Executive Vice President and CFO. Denied accommodation requests may be appealed
in writing by an employee to the Associate Vice President, Human
Resources. Such appeals must be filed
within ten (10) calendar days of the employee's receipt of the denial of the
accommodation request.
C. STUDENTS
1. Admissions
a. The University of South
b. USF may make pre-enrollment
inquiry as to an applicant's ability to meet the technical and academic
standards of the University or program with or without reasonable
accommodation, but should not otherwise make pre-enrollment inquiry as to
disability.
2. Student Disability Services
a. Students with disabilities who require
reasonable accommodation in order to meet the academic requirements of USF or
to participate in Student Affairs activities or services must request an
accommodation in writing from the students’ campus Office of Student Disability
Services (SDS). Such requests must be
accompanied by documentation of disability and an explanation of any
documentation related to the need for the particular accommodation requested. SDS is responsible for approval of submitted
documentation.
b. The SDS office may request that a student
submit any additional documentation of disability or need for accommodation
necessary to permit USF to make a decision on the request.
c. If disability and need for accommodation are
adequately shown and the provision of such accommodation would not
fundamentally alter the academic program, the SDS office will discuss the
provision of these accommodations with other appropriate USF representatives
(e.g., the faculty member who teaches the course for which the student requests
accommodation) and, if appropriate, will offer the student a reasonable
accommodation.
d. In the event a student is not satisfied with
the SDS office’s decision, the following review procedure will be followed:
If the student is not satisfied
with a decision, the student may request review by the SDS Assistant/Associate
Director within ten (10) calendar days, who will review the matter and, if
possible, resolve it.
If the Student is not satisfied with the
decision of the SDS Assistant/Associate Director, the student may request
review by the Decision Challenge Review Committee (DCRC) within ten (10)
calendar days. The DCRC shall review all challenges to accommodation decisions
rendered by the SDS Assistant/Associate Director.
The Decision Challenge Review
Committee is to be composed of a designee from the Office of the Provost, a
designee from the Diversity and Equal Opportunity Office, and the Director of
the SDS office. The decision of this Committee
will be the final action by the University on these matters, as the Committee
will serve as the Provost’s designee for this purpose.
III.
CONFIDENTIALITY OF DOCUMENTS
A. Confidential documentation
submitted or prepared in connection with requests for accommodation will be
maintained apart from personnel, student or other records (i.e., in Human
Resources/Employee Relations or the SDS office). For student accommodation requests, documents
not maintained by the office of SDS will be returned to the student/applicant
at the address indicated in the student academic record.
B. USF may request any person
seeking accommodation to provide documentation of a specific and generally
recognized physical or mental impairment that shows that the specific
modification being requested is appropriate and necessary for the diagnosed
disability. Such information may be
shared with individuals with legitimate interest as necessary to process the
request.
C. The University of South
Florida Office of the General Counsel is available to assist with questions
concerning
|
Steven D. Prevaux |
|
Judy Genshaft |