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 firstname.lastname@example.org. 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 HRemail@example.com with the following information.
- Employee Name:
- Parking (in-person): please indicate if a parking pass will be provided
The Pregnant Workers Fairness Act (PWFA) requires covered employers to offer 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.
Although the PWFA adopts a framework similar to the ADA, PWFA accommodations are available to pregnant workers regardless of whether they are disabled within the meaning of the ADA. Therefore, an individual who cannot perform essential job functions is still qualified under the PWFA if:
- the individual’s inability to perform essential functions is temporary
- the essential job functions can be performed in the near future, and
- the inability can be reasonably accommodated.
The PWFA covers public and private sector employers of 15 or more (as well as employment agencies, labor organizations, Congress, and Federal agencies).
Covered employers cannot:
- require an employee to accept an accommodation without a discussion about the accommodation between the worker and the employer;
- deny a job or other employment opportunities to a qualified employee or applicant based on the person’s need for a reasonable accommodation;
- require an employee to take leave if another reasonable accommodation can be provided that would let the employee keep working;
- retaliate against an individual for reporting or opposing unlawful discrimination under the PWFA or participating in a PWFA proceeding (such as an investigation); or
- interfere with any individual’s rights under the PWFA.
Other laws that apply to workers affected by pregnancy, childbirth, or related medical conditions, include:
- Title VII – Protects an employee from discrimination based on pregnancy, childbirth, or related medical conditions. Requires covered employers to treat a worker affected by pregnancy, childbirth, or related medical conditions the same as other workers similar in their ability or inability to work.
- The Americans with Disabilities Act (ADA) – Protects an employee from discrimination based on disability; and requires covered employers to provide reasonable accommodations to a person with a disability if the reasonable accommodation would not cause an undue hardship for the employer. While pregnancy is not a disability under the ADA, some pregnancy-related conditions may be disabilities under the law.
- The Family and Medical Leave Act of 1993 (FMLA) – Provides covered employees with unpaid, job-protected leave for certain family and medical reasons.
- The Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP) – Expands protections for lactating employees by requiring employers to provide all employees who are nursing with reasonable time and private space to express breast milk.
Effective June 27,2023 PWFA (Healthcare Poster)