To help our Employees who are or become disabled and those Employees who suffer on-the-job injuries, we will make reasonable accommodations to enable such Employees to continue performing the essential functions of their jobs. Consistent with this policy, and applicable law, we may modify job duties to comply with medical requirements or restrictions. Other accommodations, such as transfer to a vacant position for which the Employee is qualified, may be appropriate, depending upon specific facts and circumstances of individual situations.
Obviously, there are limits to the accommodations that we can realistically make. For example, where an accommodation would cause an undue hardship to the College, we would be unable to make that accommodation. Similarly, where placing an individual in a position, with or without accommodation, would cause the Employee to be a hazard to himself or others, we may be unable to place the Employee in that position. There may, however, be situations in which the College is unable to make reasonable accommodations that would enable the Employee to perform the essential function of his or her job.
If you need to request a reasonable accommodation because of a disability or on-the-job injury, please follow the procedure set forth in the 'Problem-Solving Procedure' section. We will discuss the matter with you, investigate your request and, to the extent possible, attempt to reasonably accommodate you.
The College is also committed to not discriminating against any qualified Employee or applicant because the person is related to or associated with a person with a disability. The College will follow any state or local law that gives more protection to a person with a disability than the American with Disabilities Act gives.