Purpose

Lindenwood University (the “University”) is committed to providing equal opportunity and access in the workplace and recognizes that individuals may need reasonable accommodations to ensure equally effective opportunities to participate in or benefit from University programs, services, activities, and/or employment. This policy provides employees with information related to reasonable accommodation as defined under ADA.

Scope

This policy applies to all employees and applicants seeking employment with the University.

Policy

1. Reasonable Accommodation for Disabilities

   • Lindenwood University will remove workplace barriers, for applicants and employees with disabilities unless doing so would cause undue hardship to the institution. Reasonable accommodations can be provided for qualified applicants and employees with disabilities regardless of whether they work part-time or full-time. Such accommodations include but are not limited to acquiring or modifying equipment, making existing facilities accessible, job restructuring, modifying work schedules, providing qualified readers or interpreters, reassignment to a vacant position, and/or changing tests, training materials, or policies.

     • Qualified Individuals under the Americans with Disabilities Act

       • As defined in the Americans with Disabilities Act (ADA), an individual with a disability is a person who:
         • Has a physical or mental impairment that substantially limits one or more major life activities;
         • Has a record of such an impairment; or
         • Is regarded as having such an impairment.
       • A qualified employee or applicant with a disability is an individual who, with or without reasonable accommodation, can perform the essential functions of the job. Essential job functions are outlined in the job description of each position.

     • Requesting a Disability-Based Accommodation

       • An employee or applicant seeking accommodation for a disability should contact the Director of Employee Benefits in the Human Resources Department to begin the interactive reasonable accommodation process as soon as possible. Requests for accommodations can also be made on behalf of an employee or applicant by a family member or healthcare provider. The Director of Employee Benefits will provide the employee or applicant with the Request for Accommodation Form. All information obtained by the University concerning medical conditions, disabilities, or history of employees and applicants is maintained in separate medical files and treated as confidential records that are disclosed only as permitted under the federal ADA and other applicable federal, state, and local laws.
       • If the individual gives the Director of Employee Benefits incomplete or insufficient information, they will be advised in writing of what additional information is necessary to make the accommodation request sufficient and complete. Additionally, in cases when the disability or the need for accommodation is not obvious, the University may ask for additional documentation to support reasonable accommodation requests concerning a worker’s disability and functional limitations.
       • Prior to making a decision, the Director of Employee Benefits may consult with the employee about the request and seek clarification on the workplace barriers impacting the employee. The Director may ask the employee relevant questions that will assist in making an informed decision about the request.
       • Decisions about what constitutes a reasonable accommodation are made on an individual, situational, and case-by-case basis. Employees will be notified, in writing, of the determination made on their accommodation request. Additionally, the Director of Employee Benefits will communicate with the employee’s supervisor to ensure the approved reasonable accommodations are implemented in a timely manner.

     • Safety Issues Related to Disability-Based Accommodations

       • The University is dedicated to providing a safe and secure workplace to all employees. As such, every effort is made to place applicants and employees in positions for which they are qualified. Applicants and employees aren’t placed in positions where, with or without a reasonable accommodation, they would create a direct threat to the safety or health of themselves or others.

2. Religious Accommodations

• Consistent with its commitment to providing equal employment opportunities to all individuals, and as required under Title VII of the Civil Rights Act of 1964, the University provides reasonable religious accommodations. As such, and subject to applicable state and local law, the University will reasonably accommodate an employee’s sincerely held religious belief, unless doing so would create an undue hardship for the University.
• Requests for religious accommodations should be directed to the Director of Employee Benefits and should include a description of the accommodation requested, and the reason for such request. The University makes determinations concerning requests for religious accommodation on a case-by-case basis and relies on fact-specific inquiries to determine whether the requested accommodation will be provided. Employees will be notified, in writing, of the determination made on their accommodation request. Additionally, the Director of Employee Benefits will communicate with the employee’s supervisor to ensure the approved reasonable accommodations are implemented in a timely manner.

3. The Pregnant Workers Fairness Act

   • The Pregnant Workers Fairness Act (PWFA) is a federal law that requires covered employers to provide reasonable accommodations to a worker’s known limitations related to pregnancy, childbirth, or related medical conditions unless the accommodation will cause the employer an undue hardship. The PWFA applies only to accommodations. Individuals seeking accommodations under the PWFA should contact the Director of Employee Benefits to discuss possible accommodations.

4. Non-Retaliation

   • The University prohibits retaliation against applicants and employees who request a disability-based or religious accommodation, or who participate in an approved accommodation. An employee who violates this anti-retaliation provision may be subject to discipline, up to and including termination. If you believe that a violation of this policy has occurred, please notify the Vice President of Human Resources and the University will investigate your complaint and, where appropriate, will take remedial action.