STATEMENT OF POLICY AND PROCEDURES FOR COMPLIANCE WITH THE AMERICANS WITH DISABILITIES ACT BOARD POLICY Palm Beach Community College is an equal access equal opportunity institution. The College complies with all state and federal laws granting rights to applicants for employment or admission to the College. The College prohibits unlawful discrimination on the basis of race, color, creed, ethnicity, national origin, gender, sexual orientation, age, religion, marital status, veteran status, or disability in any of its employment or educational programs or activities. (Board Policy 6HX-18.5.20) PROCEDURES FOR EMPLOYEE ACCOMMODATIONS UNDER THE AMERICANS WITH DISABILITIES ACT To comply with the Americans with Disability Act (ADA) and other applicable laws ensuring equal employment opportunities for qualified employees with a disability, reasonable accommodations are made for the known physical or mental limitations of an otherwise qualified employee with a disability who requests an accommodation. Accommodations will be made unless there is an undue hardship to the college or there is a direct threat to health and safety or there are other job-related considerations. Requests for accommodations, questions or complaints should be made to the Executive Director of Human Resources or the Assistant to the President for Equity Programs/Manager of Employment. The specific procedures for employees requesting accommodations are as follows: Employees who believe that they have an ADA disability and want to request a reasonable accommodation should complete the Request for Accommodation form and return it to the Executive Director of Human Resources or the Assistant to the President for Equity Programs/Manager of Employment. The employee must describe on the form the nature of the disability and the impact the disability has on the performance of the essential functions of the employee’s job, as outlined in the position description. The employee must specify the nature of his/her requested accommodation, including any equipment, aids or services, attaching current professional evidence documenting the disabling condition and verifying the need for the requested accommodation. Upon receipt of the form, the Execitove Director of Human Resources or the Assistant to the President for Equity Programs/Manager of Employment will schedule a meeting with the employee to review the request. If necessary, additional information may be requested from the employees. The Executive Director of Human Resources or Assistant to the President for Equity Programs/Manager of Employment may also seek additional expert advice. Recommendations for accommodations will be discussed with the employee’s supervisor. A determination regarding the requested accommodation(s) will be made within thirty (30) days within receipt of the request. All requests for accommodations, medical documentation and other pertinent information concerning an employee’s disability will be filed in a confidential, limited access file. Such information is subject to HIPPA Privacy laws. If an employee is not satisfied that he/she has been afforded fair treatment under the ADA law, the employee may file a written complaint in accordance with Board Policy 6HX-18-5.86, Harassment Policy Including Sexual Harassment and Complaint Procedures for all Types of Harassment or Discrimination.