Last Revised: August 1999
I. Policy Statement
The University of Nevada, Reno does not discriminate in the hiring and advancement of employees on the basis of disability.
The University is committed to compliance with the Americans with Disabilities Act of 1990 (ADA) and Sections 503/504 of the Rehabilitation Act of 1973.
The University is dedicated to providing reasonable accommodation to ensure equal access to employment and advancement opportunities for individuals with disabilities. In some cases, it may be necessary to request verification of disability from an appropriately credentialed health care professional in order to determine an appropriate accommodation. Some University positions may contain specific requirements which will be reviewed on a case-by-case basis in determining whether an otherwise qualified individual with a disability can perform the essential functions of the position. Employment requirements defined as essential functions of positions by the State, NSHE or the University or any related licensing or certification requirements are not regarded as discriminatory.
The Director of the Office of Affirmative Action is responsible for the coordination of requests from individuals with qualifying disabilities as defined by Section 504 of the Rehabilitation Act and Section 202 of the Americans with Disabilities Act. The Director of the Office of Affirmative Action serves as the University's 504/ADA Coordinator and is responsible for overseeing compliance with state and federal regulations. The Director also provides consultation relative to complaints of discrimination or noncompliance.
A. Definition: Persons with Disabilities
The ADA broadly defines a covered disability in three different ways in terms almost identical to current federal law under the Rehabilitation Act. Specifically, an individual has a covered disability if the individual either:
(1) "has a physical or mental impairment that substantially limits one or more major life activities of such individual"; or
(2) "has a record of such an impairment"; or
(3) "[is] regarded as having such an impairment."
The University is committed to a reasonable approach in the identification of individuals with qualifying disabilities. Individuals requesting an accommodation may self-identify as having a disability at the time of hire or at any time during their employment. Information provided to UNR Human Resources and BCN Human Resources on the Personal Data form in maintained in the Human Resources Management System (HRMS) employee database. Information provided at any time to the Affirmative Action Office is maintained in a confidential database. Medical records are always maintained in a file separate from the employee's personnel file.
Applicants for University positions may request accommodation in the testing process (for classified positions) or application and selection process by contacting the Affirmative Action Office. Supervisors may request information pertaining to the inclusion and eligibility of an individual with a qualifying disability, or appropriate accommodations in the job by contacting the Director of the Office of Affirmative Action. Information regarding a disability will be released only on a need-to-know basis unless the employee signs a release of information form.
C. Disability Documentation
A qualified individual with a disability may be requested, on a case-by-case basis, to provide documentation of the disability in order to receive necessary employment modification and/or reasonable accommodation. Documentation must substantiate limitation(s) to a major life activity. Documentation of a qualifying disability may include, but not be limited to, a diagnosis by a qualified health care professional, a prognosis of the condition, the functional limitations imposed by the disability and recommendations for accommodations to enable the otherwise qualified employee to perform the essential functions of employment.
Types of Employment Adjustments:
The University has an obligation to provide "reasonable accommodations" to applicants or employees with qualifying disabilities unless doing so creates an "undue hardship" for the University.
III. Determination and Provision of Reasonable Accommodation
IV. Grievance Procedures
The Grievance Procedure for complaints alleging discrimination on the basis of disability is contained in the Board of Regents Handbook, Title 4, Chapter 8, Section 9.
V. Affirmative Action Statement
The University of Nevada, Reno is committed to Equal Opportunity/Affirmative Action in recruitment of its students and employees and does not discriminate on the basis of race, color, religion, sex, age, creed, national origin, veteran status, physical or mental disability, or sexual orientation. The University of Nevada, Reno employs only United States citizens and persons lawfully authorized to work in the United States.