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412.1 - Disability and Accommodation
412.1 Disability and Accommodation
|P-412.1||The College is committed to having a supportive and accessible environment for students and employees with disabilities. The College complies with the Americans with Disabilities Act (ADA), the Americans with Disabilities Act Amendments Act of 2008 (ADAAA), Section 504 of the Rehabilitation Act of 1973, and applicable similar state and federal laws in all student and employee matters including access, treatment, admission, educational programs, activities, employment application procedures, hiring, advancement, compensation and training. SCC is committed to providing reasonable accommodations that will not result in an undue hardship to the College or fundamentally alter the educational program, service or essential functions of the job.|
|Pr-412.1.1||Students who need to request accommodations should contact Accessibility Services at 636-922-8627 / 8581. More information can be found on the Disability Support Services Web page.|
|Pr-412.1.2||Job applicants who need to request accommodation should contact the Vice President for Human Resources at 636-922-8300. When a job applicant with a disability is requesting accommodation and can be reasonably accommodated without creating an undue hardship or causing a direct threat to workplace safety, the applicant will be given the same consideration for employment as any other applicant. Hiring managers must report all requests for accommodations to the Vice President for Human Resources.|
|Pr-412.1.3||Employees are responsible for requesting a workplace accommodation due to disability. The request must be made to either the employee’s supervisor or to the Vice President for Human Resources. When supervisors receive a request, they must forward the request for accommodation to the Vice President for Human Resources. The Vice President for Human Resources will initiate a collaboration process involving the employee, HR, and department management. The Vice President for Human Resources will determine what type of documentation is necessary to verify the disability. It is the responsibility of the employee to provide the requested documentation regarding his or her disability.|
|Pr-412.1.4||The Vice President for Human Resources and the employee will identify possible accommodations together, with input from department management. The Vice President for Human Resources will make the final determination regarding accommodations that will be granted. The Vice President for Human Resources will provide the employee with written notification of the determination. If the employee is not satisfied with the determination, the employee may follow up with the Vice President for Human Resources to discuss alternate accommodations. If additional follow up is needed, the employee may use the Problem Solving process.|
|Pr-412.1.5||All College employees have a legal obligation to maintain confidentiality regarding student or employee disability information and records. Information is maintained by the Offices of Accessibility Services (student records) and by Human Resources (employee records) and is shared on a limited basis only to the extent necessary to provide accommodations.|
|D-412.1.1||Disability – a physical or mental impairment that substantially limits one or more major life activities of the individual, and having a record of such an impairment or being regarded as having such an impairment.|
|D-412.1.2||Major life activities include the following, but are not limited to: caring for oneself, performing manual tasks, seeing, hearing, eating, sleeping, walking, standing, lifting, bending, speaking, breathing, learning, reading, concentrating, thinking, communicating and working.|
|D-412.1.3||Reasonable accommodation includes any changes to the work environment and may include making existing facilities readily accessible to and usable by individuals with disabilities, appropriate adjustment or modifications of examinations, training materials or policies, the provision of qualified readers or interpreters, job restructuring, part-time or modified work schedules, telecommuting, reassignment to a vacant position, acquisition or modification of equipment or devices, and other similar accommodations for individuals with disabilities.
All students are expected to behave appropriately. Having a disability does not preclude the expectation that a student will adhere to appropriate behavior while on campus. If behavior negatively impacts instruction or learning opportunities of other students, it becomes a conduct issue and should be addressed per the college conduct policy.