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Our Commitment to Accessibility & Inclusion

Your success is essential to the College鈥檚 mission, and our community is strongest when everyone can do their best work. 杏吧pro is dedicated to equal opportunity and providing reasonable accommodations for qualified individuals with disabilities in compliance with with the Americans with Disabilities Act (ADA) as amended by the ADA Amendments Act (ADAAA), Section 504 of the Rehabilitation Act of 1973 (29 U.S.C. 794), the Pennsylvania Human Relations Act (PHRA), and all applicable local fair employment practices laws.

For purposes of the ADA/ADAAA, the term 'disability' means, with respect to an individual, a physical or mental impairment that substantially limits one or more major life activities of such an individual; a record of such an impairment; or being regarded as having such an impairment.

We view the accommodation process as a team effort. By working together鈥攅mployee, supervisor, and HR鈥攚e use open communication to find the best solutions. We are here to ensure that barriers are removed and that every professional at the College has an equitable path to excellence.

Reasonable Accommodation

A reasonable accommodation is a modification or adjustment to a job function, business practice, or work environment that makes it possible for an individual with a disability to perform the essential functions of the job, or to enjoy the benefits and privileges of employment substantially equal to those enjoyed by others without disabilities. An accommodation is defined as reasonable when it would not be unduly costly, extensive, substantial or disruptive, or would not fundamentally alter the essential functions of the employee鈥檚 role.

Examples of reasonable accommodations:

• Work Schedule, Location, and Leave Flexibility
  Adjustments to work hours, break schedules, work location (including remote work or hybrid arrangements), or leave-related practices.

• Job Duties, Work Methods, Performance Expectations
  Modifications to how work is performed, including adjustment of non-essential job functions, alternative methods for completing tasks, temporary transitional duties, or adjustments to productivity expectations.

• Work Environment, Accessibility, and Equipment
  Changes to the physical work environment or workspace, including accessibility modifications, ergonomic adjustments, environmental changes (e.g., lighting or noise), and provision or modification of equipment, tools, or assistive technology.

• Communication, Training, Supervision, and Policy Modifications
  Adjustments to communication methods, training delivery, supervisory practices, or modifications to workplace policies and procedures (e.g., dress code or break schedules) to support effective job performance.

Requesting a Reasonable Accommodation

To initiate this process, employees or applicants are responsible for disclosing their disability and requesting an accommodation(s). It is requested, but not required, that employees . Once a request is received, the College engages in an interactive process, meeting with the employee,individual, the employee鈥檚 supervisor, and HR. The goal of the interactive process is to collectively identify the most effective, individualized accommodations based on the employee鈥檚 specific role and needs. The steps in this process include:

1. Employee request:
   The employee reaches out to HR to request accommodation. This is preferably done using the but can be done in any manner (email, written, verbal).
   
   
2. HR connects with employee:
   HR connects with the employee to clarify the request and determine whether there is need for verification. HR may also consult with the employee鈥檚 supervisor at this point.
   
   
3. Verification information review:
   If necessary, the employee submits the verification form and associated information to be reviewed by HR. This may include communication between the employee, HR and the healthcare provider.
   
   
4. HR makes a determination:
   HR makes a determination on the request. This determination may support the original request with specific modifications depending on the circumstances.
   
   
5. Communicate and implement decision:
   HR communicates the decision in writing and connects with campus partners as needed to implement the supported accommodation.
   
   
6. Check in:
   HR checks in with the employee within a reasonable time frame to evaluate the effectiveness of the accommodation and determine whether any adjustments should be considered.

For assistance with making a request or the accommodation process, please contact Human Resources at hr@fandm.edu or 717-358-3996.

Verification of Need

Requests for accommodation will generally require documentation from a licensed healthcare professional to verify that a functional limitation due to a disability exists, describe how the disability limits the employee鈥檚 functioning, and explain how those limitations affect the employee鈥檚 ability to perform specific job functions in the event these limitations are not plainly evident. If the information provided in the documentation from the healthcare provider is insufficient, the College may require the employee to see a healthcare professional of the College's choosing and expense. Employees requesting accommodation are encouraged to use this form to obtain the appropriate health-related information from their chosen provider. 

The College safeguards disability-related information, keeping it separate from personnel records and only sharing it with authorized personnel on a "need-to-know" basis. All involved in implementing accommodations are strictly bound by confidentiality and are expected to uphold privacy. 

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Prohibition on Retaliation

Any form of discipline, reprisal, intimidation, or other adverse action against any individual for requesting an accommodation in good faith is expressly prohibited. Individuals who believe they have experienced retaliation should report such conduct as soon as possible to the Employee Engagement Officer in Human Resources at hr@fandm.edu or 717-358-3996.

Grievance Process

The College has adopted an internal grievance procedure providing for prompt and equitable resolution of complaints alleging any action prohibited by Section 504 of the Rehabilitation Act of 1973. Section 504 prohibits discrimination on the basis of disability in any program or activity receiving Federal financial assistance. An employee who believes they have not been fairly accommodated may exercise the process outlined in the Grievance Policy and Procedure in Cases of Alleged Disability Discrimination.