Human Resources

Staff Policies and Procedures Manual

III. Employment Policies

B. American with Disabilities Act

 

Reed College recognizes that certain employees may be individuals with disabilities, as defined in state and/or federal law, or may have or develop physical or mental conditions that impact their ability to perform the requirements of their position.  As part of that recognition and the College’s legal responsibilities, such employees are requested to contact Human Resources promptly in situations in which they need an accommodation in order to perform the essential job functions, believe they have experienced harassment related to a disability, or otherwise require assistance from Reed related to the disability.  It is Reed College's policy to comply with its obligations under the law.  Our ability to be responsive to such an employee's needs is greatly enhanced by prompt notification.

The Americans with Disabilities Act (ADA), as amended by the ADA Amendments Act of 2008, is a comprehensive federal civil rights law that specifically protects individuals with physical and mental disabilities from discrimination in the workplace. 

Individuals are protected under the ADA if any of the following conditions exist:

  • They currently have a physical or mental condition that significantly restricts their ability to normally conduct a major life function.  A physical or mental impairment may mean a physiological disorder or condition, cosmetic disfigurement or anatomical loss affecting a body system, or a mental or psychological disorder.  Major life activities include caring for oneself, sleeping, eating, interacting with others, working, breathing and other activities significant to life.
  • They have a history of such impairment; and/or,
  • They are regarded as having such impairment.
  • The ADA also prohibits discrimination on the basis of an individual's relationship to someone (parent, sibling, child, spouse/significant other, etc.) with a disability.  State law provides similar protections. 

Reed College does not discriminate on the basis of disability and offers equal employment opportunities for qualified individuals who may have a physical or mental disability, but are still able to perform essential job functions with reasonable accommodations.  Essential functions are defined as the fundamental duties of the position being held or sought.  A job function may be essential for a number of reasons including if the position exists for the performance of the function, there are only a limited number of employees available to perform it, it is so highly specialized that an expert is required to perform it. 

If an individual (employee or applicant) has a disability or is otherwise protected under the law, Reed College will provide an accommodation as long as the accommodation doesn't cause an undue hardship for the institution.  Individuals who are protected by the ADA or state law should discuss their needs for possible accommodation with the Human Resources Department.

The protection against discrimination on the basis of disability extends to job related benefits and terms and conditions of employment.  Harassment on the basis of disability is strictly prohibited.  Employees who believe that they have been denied job related benefits, discriminated against in terms and conditions of employment, or subjected to adverse treatment or harassment because of a disability should follow the college’s Grievance Policy as outlined in the Staff Policies and Procedure Manual.

 


last revised: 2/24/2012

last reviewed: 2/24/2012

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