Montclair State University is committed to providing employment opportunities to all qualified applicants and employees without regard to a person’s mental or physical disability, pursuant to the Americans with Disabilities Act (ADA) of 1990, Section 503/504 of the Rehabilitation Act of 1973 and the New Jersey Law Against Discrimination (LAD). Every reasonable effort will be made to accommodate special needs, unless the accommodation would impose an undue hardship upon the University or pose a direct threat of substantial harm to the health or safety of the applicant, employee or others.
The term disability means, with respect to an individual:
- a mental or physical impairment which substantially limits one or more of the major life activities of such individual;
- a record of such impairment; or
- being regarded as having such an impairment.
The term major life activities include, but are not limited to, functions such as caring for one’s self, performing manual tasks, walking, seeing, hearing, eating, speaking, breathing, standing, lifting, learning, and working.
The term qualified individual with a disability means an individual with a disability who satisfies the requisite skill, experience, education and other job-related requirements of the employment position such individual holds or desires, and who, with or without reasonable accommodation, can perform the essential functions of such position.
The term reasonable accommodation means a modification or adjustment to a job, the work environment, the job application process, or the way things are usually done that enables a qualified individual with a disability to perform the essential functions of the job and to enjoy an equal employment opportunity.
- At Montclair State University, Human Resources is responsible for evaluating requests for accommodation. Human Resources will also assist supervisors, employees, and job applicants in determining the most appropriate accommodations for various mental and physical disabilities.
- No employees, including supervisors and managers, are permitted to independently authorize work restrictions or accommodations of any kind.
- The Office of Human Resources in conjunction with the Occupational Health team will evaluate each case and make determinations, in consultation with the appropriate department head, and based on the medical questionnaire.
Employees who believe that a reasonable accommodation is necessary to enable them to perform the essential functions of their job may submit a request to Human Resources at email@example.com. In order to request an accommodation, there is a medical questionnaire for the health care provider to complete.
HR provides certified ASL Interpreters for Deaf and hard-of-hearing employees. Interpretation services are on-site or virtual.
There is a known shortage of ASL interpreters and a limited pool, so advance notice is required.
- In-person: 30-days
- Virtual: 2-3 weeks
To secure an interpreter, send a request to HRfirstname.lastname@example.org with the following information.
- Employee Name:
- Parking (in-person): please indicate if a parking pass will be provided