The University of North Carolina at Greensboro (UNC Greensboro) fully complies with the Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendment Act (ADAA) and maintains equal opportunity in employment, including for all qualified individuals with a disability. The Americans with Disabilities Act prohibits discrimination against people with disabilities in employment, transportation, public accommodation, communications, and governmental activities. The ADA also prohibits discrimination against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions, and privileges of employment.
UNC Greensboro provides reasonable accommodations to staff, faculty, and/or applicants who need assistance to perform the essential functions of their positions and this policy outlines how to request reasonable accommodations.
Consistent with federal and State law, UNC Greensboro implements reasonable accommodations for qualified applicants or employees if it would not impose an “undue hardship” on the University. Undue hardship is defined as an action requiring significant difficulty or expense when considered in light of factors such as the University’s financial resources, and the nature and structure of its operations. The determination as to whether an undue hardship exists rests solely with the University.
The University is also not required to waive (1) any fundamental requirements of a particular job or its operations, or (2) any requirement that the individual not pose a direct threat to the health or safety of that person or of other individuals in the workplace. Staff, faculty, and/or applicants are protected from retaliation for requesting an accommodation or disclosing a disability.
This policy applies to all qualified applicants and University staff and faculty. This includes SHRA and EHRA staff and faculty who are in assignments considered parttime, full-time, probationary, career status, adjunct, or temporary (including student employees).
Students who are enrolled at UNC Greensboro but not employed by UNC Greensboro should contact the Office of Accessibility Resources (OARS) for assistance with requesting accommodations.
3.Definitions and Roles and Responsibilities
all University employees, including permanent, probationary, and temporary employees, as outlined in section 2, above and applicants for vacant positions who request an accommodation.
a physical or mental impairment that substantially limits one or more major life activities such as caring for one’s self, performing manual tasks, walking, seeing, hearing, speaking, breathing, learning, and working; has a record of such an impairment; or being regarded as having such an impairment.
3.1.3Qualified individual with a disability
a qualified staff member, faculty member, or applicant with a disability is an individual who, with or without reasonable accommodation, can perform the essential functions of the job in question.
a modification or adjustment to a job, an employment practice, or the work environment that makes it possible for a qualified individual with a disability to enjoy equal employment opportunities.
any accommodation that would be unduly costly, expensive, substantial, or disruptive, or that would fundamentally alter the nature or operation of the University or the employee’s unit; also a department action requiring significant difficulty or expense when considered in light of factors such as an employer’s size, financial resources, and the nature and structure of its operation.
the fundamental duties of the position or the primary reasons the position exists.
3.2Roles and Responsibilities
3.2.1 For Faculty and Staff
The UNC Greensboro Office of Human Resources is responsible for coordinating reasonable accommodations for faculty and staff. This policy applies to all qualified applicants and employees with disabilities. Employees should follow the interactive process as outlined in The Procedures for Applicants and Employees requesting a reasonable accommodation. Staff in the Office of Human Resources will work with the supervisor and other relevant University officials to assess whether the requested accommodation is reasonable and/or to propose alternative accommodations for qualified employees regardless of whether they are permanent, probationary, or temporary.
OARS is responsible for consulting with students who have a disability and providing support and facilitating requested accommodations. Accommodations for student employees may intersect or be administered in conjunction with the EEO and AA interactive ADA process through the Office of Human Resources.
All documentation and information acquired will be kept confidential to the extent required and permitted by law and will be made available to others on a “need to know” basis only.
All materials and information collected from an applicant, staff member, or faculty member regarding the individual’s accommodation request shall be considered private information and be kept in a separate file. Upon completion of the decision-making process regarding the accommodation request, all material collected will be kept in a separate, locked file by the EEO and AA staff. This information will be confidential with the following exceptions:
- Supervisors and managers may be informed regarding necessary accommodations or necessary restrictions on the work or duties of the employee.
- First aid and safety personnel may be informed, when appropriate, if the disability might require alternative actions in emergency situations.
- Government officials investigating compliance with non-discrimination laws shall be provided relevant information on request.
OARS shall maintain student records consistent with the applicable University records retention schedule.
Grievances may be filed in accordance with established grievance procedures for the employment classification or student status.
5.1Subject to the Office of State Human Resources Act (SHRA) employees
Present grievances in accordance with procedures outlined in the SHRA Employee Grievance Policy.
5.2Exempt from the State Human Resources Act (EHRA) Non-Faculty Employees
Present grievances in accordance with procedures outlined in the Appeal Guidelines for Designated Exempt Employees.
Present grievances in accordance with the Faculty Grievance Committee Policies and Procedures for Resolving Faculty Grievances Arising from Section 607(3) of The Code of The University of North Carolina.
Present grievances in accordance with the OARS Grievance Procedures.
May utilize the University’s complaint procedures under the Equal Employment Opportunity and nondiscrimination policies as outlined herein for SHRA or EHRA employees.
Procedures for Applicants and Employees Requesting a Reasonable Accommodation
6.3Contacts for Additional Information and Reporting
- North Carolina State Office of Human Resources Reasonable Accommodation Policy https://oshr.nc.gov/policies-forms/eeo/equal-employment-opportunity-policy
- Director of EEO and AA, firstname.lastname@example.org, 336-334-9725 • UNCG OARS, email@example.com, 336-334-5440
|Revision Date||Revision Summary|
|11/15/2021||Approved by Chancellor, Replaces Disability Accommodations in Employment previously approved by Chancellor May 14, 2007|