Accommodations

1. Initiate the Request: Inform your direct manager or dean of your need for accommodations.

2. Submit Required Forms: Email hr@lclark.edu to get started. You may be asked to provide a statement from your healthcare provider (through a separate form) to clarify your functional limitations.

3. Confidentiality: Do not submit medical documents directly to your supervisor. You are not required to disclose the nature of your disability to your supervisor or colleagues, nor should you provide any genetic information.

1. Confirmation and Meeting: HR will acknowledge your request and schedule a meeting with you and your direct manager/dean within 5-7 business days.
2. Assessment: HR will review the request based on ADA guidelines and determine if the requested accommodations are reasonable without causing undue hardship to the college.
3. Approval and Documentation: If approved, HR will document the accommodations in a letter that includes start and review dates and share this with you and your manager/dean.

• Handling Sensitive Information: If you receive any medical information, forward it immediately to HR in a confidential manner.
• Engagement in the Accommodation Process: You should initiate an accommodation request on behalf of an employee if they share a health concern, even if they haven’t formally requested an accommodation.
• Focus During Discussions: When discussing accommodations, concentrate on the job requirements and the modifications being requested rather than the disability itself.

For information on filing a complaint of discrimination on the basis of a disability, please complete this form: ADA and Accessibility Compliance Complaint

Equal Employment Opportunity Notice

Lewis & Clark is an equal opportunity employer and does not discriminate on the basis of race, religion, color, sex, age, national origin, disability, veteran status, sexual orientation, gender identity, gender expression or any other classification protected by law.

Lewis & Clark will make reasonable accommodations for known physical or mental disabilities of an applicant or employee as well as known limitations related to pregnancy, childbirth or a related medical condition, such as lactation, unless the accommodation would cause an undue hardship. Among other possibilities, reasonable accommodations could include:

• Acquisition or modification of equipment or devices;
• More frequent or longer break periods or periodic rest;
• Assistance with manual labor; or
• Modification of work schedules or job assignments.

Employees and job applicants have a right to be free from unlawful discrimination and retaliation

For this reason, Lewis & Clark will not:

• Deny employment opportunities on the basis of a need for reasonable accommodation
• Deny reasonable accommodation for known limitations, unless the accommodation would cause an undue hardship.
• Take an adverse employment action, discriminate or retaliate because the applicant or employee has inquired about, requested or used a reasonable accommodation.
• Require an applicant or an employee to accept an accommodation that is unnecessary.
• Require an employee to take family leave or any other leave, if the employer can make reasonable accommodation instead.

To request an accommodation or to discuss concerns or questions about this notice, please contact the Human Resources department at hr@lclark.edu or 503-768-6235.