Americans with Disabilities Act (ADA)

Policy Statement

It is the policy of Adelphi University to provide reasonable accommodations or academic adjustments when necessary.

Reason for Policy

The Americans with Disabilities Act (ADA) and Adelphi University policy prohibit discrimination in employment and educational programs against qualified individuals with disabilities.

Who Is Governed by this Policy

Faculty, Staff and Students

Policy

The ADA and applicable state and local laws prohibit employment discrimination against “qualified individuals with disabilities.” Under the ADA, a qualified individual with a disability is an individual with a disability who is qualified for (meets the skill, experience, education, and other job-related requirements) a position held or desired, and who, with or without reasonable accommodation, can perform the essential functions of a job.

Adelphi University supports the advancement of qualified employees with disabilities at all levels within the University. The University recognizes that traditional methods, programs, and services may not accommodate the needs of some persons with disabilities. Upon request, each qualified person with a disability shall receive reasonable accommodations necessary to ensure equal access to employment, educational opportunities, programs, services, and activities, when such accommodation is not an undue hardship on the University.

Employees who request an accommodation to apply for transfers or promotions or to perform the essential functions of their jobs should notify their supervisors and provide written certification from a physician or individual certified to make such determination, stating the reason for the accommodations and the specifics (including equipment, if any) required to meet the accommodation. The Office of Human Resources, in consultation with the employee’s Department Head/Dean will engage in an interactive dialogue with the employee, and will determine whether the request is a reasonable accommodation which can be approved.

Employees who require a reasonable accommodation to apply for transfers or promotions or to perform the essential functions of their jobs should notify their supervisor and provide written certification from a physician or individual certified to make such determination, stating the reason for the accommodations and the specifics (including equipment, if any) required to meet the accommodation to the Office of Human Resources. The Coordinator of Section 504/ADA Compliance Efforts (516.877.3145) can assist employees with disabilities regarding their rights under this law. Employees who believe that they have been unlawfully discriminated against because of their disability may file a complaint with the University Affirmative Action Officer in the Office of Human Resources.

The Office of Human Resources is available to assist individuals with disabilities by providing information on the availability of services and the procedures for requesting accommodations.

Individuals who request disability accommodations or obtain disability information should call 516.877.3222. Requests for accommodations should be made at the earliest possible date, in most instances no later than five business days prior to the date by which an accommodation is needed.

Definitions

This policy does not have definitions associated with it at this time. Upon periodic policy review this area will be evaluated to determine if additional information is needed to supplement the policy.

Procedures

Employees who require a reasonable accommodation to apply for transfers or promotions or to perform the essential functions of their jobs should notify their supervisor and provide written certification from a physician or individual certified to make such determination, stating the reason for the accommodations and the specifics (including equipment, if any) required to meet the accommodation to the Office of Human Resources.

Forms

This policy does not have forms associated with it at this time. Upon periodic policy review this area will be evaluated to determine if additional information is needed to supplement the policy.

Related Information

This policy does not have related information at this time. Upon periodic policy review this area will be evaluated to determine if additional information is needed to supplement the policy.

Document History

• Policy Origination Date: Not Known
• Last Reviewed Date: April 22, 2024
• Policy Reviewed by: Policy Owner and Policy Experts
• Last Approved Date: April 22, 2024

Who Approved This Policy

Executive Leadership