Employment Accommodations Under ADA

Requesting Employment Accommodation under the ADA at UCC

In accordance with the requirements of Title I of the Americans with Disabilities Act of 1990, as amended, Umpqua Community College (the “College”) prohibits discrimination against qualified individuals with disabilities in its employment, services, programs, or activities. The College provides reasonable accommodation for the known physical or mental impairments of otherwise qualified individuals, unless doing so would impose an undue hardship. Individuals who experience disability may request accommodation in accordance with the applicable procedures listed or linked below.

Reasonable Accommodation Procedures for Applicants

In accordance with the requirements of Title I of the Americans with Disabilities Act of 1990, as amended, Umpqua Community College (the “College”) prohibits discrimination against qualified individuals with disabilities in its employment, services, programs, or activities. The College provides reasonable accommodation for the known physical or mental impairments of otherwise qualified individuals, unless doing so would impose an undue hardship. Individuals who experience disability may request accommodation in accordance with the applicable procedures listed or linked below.

Applicants needing an accommodation to enable them to participate in the recruitment, application, and selection process may direct their requests as follows:

During the application process: Contact Staff Employment at (541)440.4626 (v), TTD (541)440.4612, or [email protected].
During the interview and selection process: Contact the hiring supervisor to make request. Request should be made at least three (3) business days prior to the date of need.

Reasonable Accommodation Procedures for Students

Contact [email protected], (541)440.7655 (v), (541)440.7880 (fax), Oregon Relay: (800)735.1232 or visit their website Accessibility Services for questions or concerns about the academic accommodation process at Umpqua Community College.

Reasonable Accommodation Procedures for Guests and Visitors

Individuals planning to attend a College sponsored event or activity and needing accommodation, should contact the office scheduling the event/activity to request the necessary accommodation. A request for accommodation should be made as far in advance as possible to ensure arrangements can be made to meet the request. If questions or concerns arise regarding an ADA accommodation issue, contact the ADA Coordinator, Jennifer Silva, (541)440.7690 (v) or [email protected].

Pregnancy Accommodations

Umpqua Community College supports workers and students who have health conditions related to pregnancy and childbirth, including expressing milk. Employees should contact Human Resources (541)440-7690. Students should contact Accessibility Services (541)440-7900 for information regarding academic accommodations (may include special services, excused absences, leaves of absence, etc.) and:

  • how to request accommodations
  • the process used to determine appropriate academic adjustments/special services
  • appeal process
  • an explanation of the process involving a fundamental alteration of a program or activity

Lactation Room on campus is located in the Bonnie J. Ford Health, Nursing and Science Center (HNSC) – first floor. The door is kept locked for privacy concerns. Please see any staff member to unlock the door.

Reasonable Accommodations In Employment

The ADA prohibits employers from discriminating against qualified individuals with disabilities with respect to terms and conditions of employment, including:

  • Access to workplace facilities
  • Advancement
  • Compensation
  • Hiring
  • Firing
  • Fringe benefits
  • Layoffs
  • Leaves of absence
  • Training
  • Any other terms, conditions, or privileges of employment

How It Works

Employee: Generally, it is the employee’s responsibility to inform their employer that an accommodation is needed to enable them to perform their essential job functions.

Employer: An employer works with the employee to assess whether any reasonable accommodation for the known physical or mental impairment or limitations would allow the employee to fulfill the essential job functions, unless doing so would impose an undue hardship. To identify a reasonable accommodation, the employer and employee typically engage in an interactive process.

Some common types of Reasonable Accommodations include, but are not limited to:

  • Provide adaptive equipment / technology
  • Modify schedules or grant leave of absence
  • Restructure job
  • Provide sign language interpreters or alternate forms of communication (ex.: braille, large print)
  • Modify policies or procedures
  • Improve access to physical space/facilities (barrier removal)

In response to passage of House Bill 2341, which expands Oregon’s Pregnancy Accommodation Law, effective January 1, 2020 UCC will make reasonable accommodations for known limitations related to pregnancy, childbirth or related medical condition.

Procedures for Reasonable Accommodations for Employees

ADA Accommodations Requests may or may not be related to a personal illness covered under the Federal Family Medical Leave Act (FMLA) or Oregon Family Leave Act (OFLA). For details about FMLA/OFLA, please see the “Family and Medical Leave Act” section on the intranet site “Employee Forms and Information” (internal link only)

If the request is for accommodation based on disability under the ADA, the following procedures have been established for employees:

ADA INTAKE FORM for EMPLOYEES

For reasonable accommodation under the ADA, an employee has a disability if they have an impairment that substantially limits one or more major life activities or a record of such an impairment. An employee may make an oral or written request directly to the ADA Coordinator ([email protected]; (541)440-7690). Although there are no “magic words” to request an accommodation, an employee should be as clear as possible when indicating that they are seeking an accommodation for a disability to enable them to fulfill essential job functions. To assist you, please use our Intake Form. On receipt of such a request:

1. Interactive process: the ADA Coordinator or designee will work with the employee to determine reasonable accommodation options.
2. When the need for accommodation is not obvious/visible, the employee may be required to submit supporting documentation regarding  the impairment, the limitations resulting from the impairment, and the requested accommodation. To expedite the request, the employee  may have their health care provider complete a Medical Inquiry Form provided by the ADA Coordinator. The employee may provide a  copy of their job description (available from the ADA Coordinator/Human Resources) to the health care provider along with the form.
3. The Medical Inquiry Form and any other supporting documentation should then be sent to the ADA Coordinator or designee.
4. The ADA Coordinator or designee will review any supporting documentation to determine eligibility and evaluate the request. In doing so, the ADA Coordinator or designee may meet with the employee and supervisor if necessary. Please Note: No protected medical information is shared with the supervisor.
5. After completing the review, the ADA Coordinator or designee will respond to the accommodation request. The response will be provided as soon as practically possible but absent unusual circumstances not more than 30 business days after the request is made. The response will go to the employee and employee’s supervisor to implement any reasonable recommended accommodations.

Resolving Discrimination/Harassment Concerns Outside of the College

Individuals are encouraged to utilize an internal complaint process, but do have a right to file an external complaint of discrimination and /or harassment with:

  • U.S. Department of Education’s Office for Civil Rights, 915 Second Avenue, Room 3310, Seattle, WA 98174-1099, (206)220.7900 (v), (206)222.7887 (fax), http://www.ed.gov/ocr/complaintprocess.html.
  • Equal Employment Opportunity, Seattle Field Office, 909 First Avenue, Suite 400, Seattle, WA 98104-1061, (800)669.4000 (v), (800)669.6820 (TTY), (206)220.6911 (fax)
  • Bureau of Labor and Industries, 3865 Wolverine Ave NE, Building E, Suite 1. Salem, OR 97305-1268, (503)378.3292, Oregon Relay TTY: 711
  • The federal Equal Employment Opportunity Commission

Who can I contact for more information?

Executive Director of Human Resources and Deputy Title IX Coordinator Jennifer Silva, (541)440.7690 (v), located in the Del Blanchard Administration Building.