POLICY

One of the functions of the Office of Disability Services (ODS) is to coordinate
and provide accommodations for faculty and staff with disabilities at WOU. 

    PURPOSE

These accommodations are to ensure that faculty and staff are able to 
participate in the full range of activities that are available to them on WOU's 
campus.  The accommodations are also to enable faculty and staff to perform 
their job duties as prescribed by their job descriptions.  Faculty and staff 
requiring accommodations due to a disability must provide ODS with documentation 
in order to receive support services from the office.  Documentation can be from 
an appropriate physician or specialist. 

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 perceived as having an impairment.  Major 
life activities include functions such as walking, seeing, hearing, breathing, 
learning, working, caring for oneself, and performing manual tasks.

    PROCEDURES

It is the intent of ODS to make departments and divisions as self-sufficient 
as possible as they provide accommodations to faculty and staff with 
disabilities.  As such ODS will often act as facilitator and advisor while 
leaving the actual provision of the accommodation to the department.  

Auxiliary Aids:

An auxiliary aid is a service or device that persons with disabilities can use 
to overcome some or all of the limitations caused by a disability.  Auxiliary 
Aids include, but are not limited to, Sign Language Interpreters, Notetakers, 
books on tape, or materials needed in an alternative print format.

1. It is the employee's responsibility to inform his/her supervisor or directly 
   contact the ODS, Personnel Officer, or ADA Compliance Officer of a need for 
   job accommodations based on disability.
2. Specific requests for interpreters and notetakers must be made in writing to 
   the ODS (forms can be obtained there). Interpreters and notetakers can be 
   provided in most cases with 48-hours notice.  However, if it is an on going 
   event or an event that requires the use of several interpreters, at least 1-
   2 weeks advance notice is needed.
3. To receive books/materials on tape, the office needs a minimum of 4-6 weeks 
   notice.
4. Materials that need to be provided in an alternate format (large print, 
   Braille) will be provided by the individual offices.  The technology to 
   perform both of these tasks is available to all personnel.  Standard copy 
   machines can enlarge materials and a Braille embosser is located in the 
   library.
5. It is the employee's responsibility to make sure that they or their 
   supervisor informs ODS if the service requested is not needed due to 
   cancellation, sickness, or other events.  There is an obligation to pay 
   for unused services if they are not cancelled.
6. Any problems with the provision of auxiliary services should be reported 
   immediately to the Director of ODS.

Job Site Accommodations:

Job site accommodations include structural accommodations, changes in the 
physical work space of the employee, job restructuring, adaptation of the 
employee's job duties and/or the purchase of special equipment.

1. It is the employee's responsibility to inform his/her supervisor or directly 
   contact ODS, Personnel Officer, or ADA Compliance Officer of a need for job 
   site accommodations based on disability.
2. Once a request for a job site accommodation has been received, the ADA 
   accommodation review committee will meet (ODS Director, ADA Compliance 
   Officer, and Human Resources Director) to determine appropriate 
   accommodations.
3. At the meeting a plan will be formulated, by following steps A-D, to 
   determine the necessary changes to be undertaken by all parties involved to 
   provide appropriate accommodations.
	A. Analyze the particular job function involved to determine its 
            purpose and essential functions.
	B. Consult with the employee to find out how his/her disability limits 
            job functions and how the limitations can be overcome with an   accommodation.
	C. Identify possible accommodations and assess their effectiveness in 
            helping the employee perform the essential functions of the job.
 	D. Consider the employee's preference of accommodations and then select 
           the most appropriate accommodation for both the employer and the   employee.

All employee disability services files are housed in the Assistant to the 
President's Office and are considered confidential under the Americans with 
Disabilities Act.

    AUTHORITY

    APPROVAL

Office of Disability Services (ODS), ADA Coordinator, supervisors and employees.