3.02 – Accommodations in Employment
To establish standards for accommodations in employment, consistent with applicable laws.
The college will provide reasonable accommodations upon request for qualified individuals who are current employees or who are applying for employment, unless such accommodations would cause an undue hardship on the institution or present a direct threat to the health or safety of the college community.
Employees or applicants may request a reasonable accommodation by contacting the Office of Human Resources, who will then engage in an interactive process with the employee or applicant to determine if the disability can be reasonably accommodated. Employees may be required to submit certification from their medical provider to the college as part of this process. Determinations of reasonable accommodations will be made on a case-by-case basis.
Employees (including student workers) and applicants may be permitted to bring service animals and emotional support animals pursuant with policy 4.11 Animals on College Property.
Any employee requesting accommodation due to religious beliefs is encouraged to inform the Office of Human Resources of their needs. Determinations of reasonable accommodations on the basis of religion will be made on a case-by-case basis after consultation with the employee.
Time Off for Religious Holidays or Worship
If vacation or personal time is available, the employee may use it for the observance of such holidays; otherwise, such time off is without pay. Time off without pay may be allowed to observe religious holidays that are not college holidays. Requests for time off for religious observances will be considered on a case-by-case basis. Any request for time off to observe a religious holiday must be submitted to the Office of Human Resources at least two weeks before the date of planned absence.
If an employee’s regular work schedule falls on their worship days, generally they are required to work as scheduled. Questions regarding work schedule/worship day conflicts should be directed to the Office of Human Resources.
Lactation Spaces for Nursing Mothers
A breastfeeding employee may take reasonable break time to express breast milk for her nursing child for up to at least one year. The college has designated locations for such needs. A breastfeeding employee may take reasonable and additional time to express breast milk after this period with the approval of the Office of Equity and Compliance and/or the Office of Human Resources.
Disability is a physical or mental impairment that substantially limits one or more major life activities.
Major life activities are seeing, hearing, speaking, walking, breathing, performing manual tasks, learning, caring for oneself, and working.
Qualified individual with a disability is a person who meets legitimate skill, experience, education, or other requirements of an employment position that he or she holds or seeks, and who can perform the essential functions of the position with or without reasonable accommodation. Requiring the ability to perform essential functions assures that an individual with a disability will not be considered unqualified simply because of inability to perform marginal or incidental job functions.
Reasonable accommodation is any modification or adjustment to a job or the work environment that will enable a qualified applicant or employee with a disability to participate in the application process or to perform essential job functions. Reasonable accommodation also includes adjustments to assure that a qualified individual with a disability has rights and privileges in employment equal to those of employees without disabilities.
Religious accommodation is as an adjustment in the work environment, or in the way tasks or assignments are customarily done, made to enable an employee to observe or practice his or her sincerely held religious beliefs, while meeting the essential functions of the job and without causing undue hardship to the college’s operations or activities.
College community are students, faculty, and staff of the college, the Board of Trustees, visitors, contractors and consultants performing work or services on college owned or leased properties and all other invitees of the college.
This policy is maintained under the authority of the College Director of Human Resources.
F. Related Policies
4.11 Animals on College Property
Purpose, procedures, definitions, and authority sections approved and adopted by the chancellor’s cabinet on 2/25/20 and 2/24/22.
Policy approved and adopted by the board of trustees on 4/13/20. Set for review on fiscal year 2025-2026.