Workplace Accommodation Policy

Purpose:

Willamette University values diversity and is committed to providing equal employment opportunities to all employees. As such, it is the policy of  the University to comply with all state and federal laws prohibiting discrimination solely on the basis of disability and to provide reasonable accommodations to qualified employees. 

Definitions Related to this Policy:

Disability means an impairment that substantially limits one or more major life activities. 

Employee means any individual on the payroll of Willamette University including student and temporary workers.

Interactive Process means the collaborative effort involving the employer, employee, and when necessary, the employee's supervisor to discuss information that may affect the employee's ability to perform essential job functions due to a disability. 

Reasonable Accommodation means a modification or adjustment to a job or the work environment.

Policy:

1. The university shall not discriminate against Employees with disabilities in regard to job application procedures, hiring, advancement or discharge of Employees, Employee compensation, job training, or other terms, conditions, and privileges of employment. 
2. To ensure equality of access for Employees with disabilities, the university will provide Reasonable Accommodations that enable Employees with disabilities to perform their essential job functions. 
3. The Benefits Manager will engage in the Interactive Process with Employees and their supervisors to determine Reasonable Accommodations.  Reasonable Accommodations do not require the university to eliminate an essential function of a job. 
4. Requests for accommodations should be directed to the Benefits Manager by calling 503-370-6210, or emailing benefits-info@willamette.edu. 
5. If an Employee disagrees with a decision regarding a Disability determination, or a proposed Reasonable Accommodation, the Employee is encouraged to first attempt to resolve the concern cooperatively through the interactive process. If an Employee is not able to resolve the issue informally, they can contact the Assistant Vice President of Human Resources, who will receive the request as the university’s designated ADA Appeals Officer for Employees.   
6. An Employee has the right to contact the Equal Employment Opportunity Commission (EEOC), or the Oregon Bureau of Labor and Industries Office (BOLI), at any time regarding a perceived Disability complaint. However, contacting the ADA Appeals Officer is an attempt to resolve complaints internally. 
7. Disability-related information will only be provided to other staff and faculty when necessary to facilitate accommodations.
8. Retaliation against anyone that files a grievance, or cooperates in the investigation of a grievance is prohibited. 

Effective Date: December 01, 2022
Responsible Person/Primary Contact: AVP for Human Resources
Responsible University Office: Human Resources