Guidelines for Requesting Reasonable Accommodations
*Note: These Guidelines do not apply to those employees on Family Medical Leave (FMLA)
In compliance with the New Jersey Law against Discrimination N.J.S.A. 10:5-3 et seq. and the Federal Americans with Disabilities Act (ADA) 42 U.S.C. §1211 (8), it is the policy of Richard Stockton College to ensure equal employment opportunities for qualified applicants and employees with disabilities and to provide reasonable accommodation for qualified individuals with a disability who are employees or applicants for employment. Every reasonable effort will be made to accommodate properly documented special needs.
- Pre-employment inquiries about the existence of disabilities in the form of employment applications, interviews, tests or pre-employment medical examinations prior to making a job offer, are prohibited.
- Job postings shall list the essential functions of the positions or notices and postings shall indicate that the essential job functions are available upon request.
- Job postings and interview notices shall provide that applicants who need an accommodation for an interview should request such in advance by contacting the Director of Human Resources.
- Employment applications may not be used to make pre-employment inquiries about a disability or nature of or severity of a disability. If requests are appropriate, applicants with disabilities should be provided assistance completing an application.
- Employment testing and examinations must not screen out qualified applicants or class of applicants solely due to a disability unless excluding these individuals is job related and consistent with business necessity.
- It is the responsibility of the employee or applicant to request a reasonable accommodation. The request shall be presented to a manager or the Director of the Office of Human Resources. If the request is made to the manager, the manager shall immediately inform the Director of Human Resources. If the request is not in writing, Human Resources may request a written statement.
- The Office of Human Resources will examine the individual’s job and determine the purpose of the position and determine the essential functions of the position.
- An Ad Hoc Committee consisting of the Director of Human Resources or a designee of that office and the appropriate Vice President or a designee will consult with the individual requesting an accommodation to find out his or her physical or mental abilities and/or limitations as they relate to the job’s essential functions, as well as, the individuals’ requested accommodation.
- The College will request medical documentation about the disability and functional limitations. The documentation is to come from an appropriate health care or rehabilitation professional and written on that provider’s official letterhead stationary.
- The College will maintain the confidentiality of all medical information collected during this process.
- The Ad Hoc Committee, with the employee, will identify potential accommodations.
- If more than one accommodation would be effective, the individual’s preference will be considered leaving the final decision as to accommodation to the College. If the individual with a disability cannot identify an accommodation that will assist them in performing the essential functions of the job, the College will work to identify whether a reasonable accommodation exists that will assist the employee to perform the essential job functions.
- The College will consider, on a case-by-case basis, whether an accommodation would impose an undue hardship or change the essential functions of the job. If a particular accommodation would impose an undue hardship, it is not required, but the College must consider whether an alternative accommodation would not impose a hardship.
- If a reasonable accommodation is available, the College will select and reasonably accommodate the individual.
- The College will annually review accommodations granted and request up-to-date documentation from appropriate health-care or rehabilitation professionals. The College reserves the right to seek documentation from its own medical professionals by way of independent medical advice as to ability of the employee to perform the essential functions of the job.
- A complaint of discrimination based on disability may be filed with the Office of Affirmative Action and Ethical Standards.
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*These Guidelines do not apply to those employees on Family Medical Leave (FMLA).
Office of AA/Ethical Standards
04/07/06
HR OFFICE LOCATION: J-Wing (J-115)
OFFICE HOURS: Monday - Friday 8:30AM - 5:00PM
SUMMER OFFICE HOURS: Monday - Thursday 8:00 AM - 5:15PM
TELEPHONE #: (609) 652-4384 FAX #: (609) 626-5573
