F aculty H andbook 2 0 1 0 - 2 0 1 1 - College of Liberal Arts and ...

position descriptions, lines of progression, and seniority lists. All benefits of employment, whether provided or
administered directly by Georgia Southern or another entity on behalf of Georgia Southern, are accessible to all
employees without regard to disability. Training, apprenticeship programs, conferences, professional meetings,
as well as financial support and leave for such activities are available to all employees without regard to
disability. Recreational and social activities sponsored by Georgia Southern are accessible to all employees
without regard to disability.
Georgia Southern is also committed to not discriminating against any person who is related to or
associated with a person with a disability. Georgia Southern will follow any state law that provides individuals
with disabilities greater protection than the Americans with Disabilities Act.
This policy is neither exhaustive nor exclusive. Georgia Southern will take all other actions necessary to
ensure equal opportunity for persons with disabilities in accordance with the ADA and applicable federal, state,
and local laws.
102.06 Americans with Disabilities Act (ADA) Public Accommodation Policy
It is the policy of Georgia Southern University to ensure reasonable accessibility to qualified persons with
disabilities in accordance with the Americans with Disabilities Act to all goods, services, facilities, privileges,
advantages, and accommodations provided by the institution either directly or through contractual, licensing,
or other arrangements.
Georgia Southern will provide persons with disabilities an equal opportunity to participate in, and benefit
from, all of its services without regard to disability. Such accommodation will be provided in the most
integrated setting appropriate to the needs of the individual with a qualified disability. Standards, criteria, or
methods of administration in the University’s operations that screen out, exclude, or discriminate based on
disability will not be used by the institution.
Georgia Southern is committed to making reasonable modifications in its policies, practices, and
procedures to afford equal opportunity to the goods, facilities, and services which it offers. Where it is
reasonably achievable, architectural and communication barriers will be removed. New structures and
alterations will comply fully with all accessibility requirements. Auxiliary aids and services, as appropriate to the
individual, and required by the ADA, will be provided at no cost.
This policy is neither exhaustive nor exclusive. Georgia Southern will take all other actions necessary to
ensure equal opportunity for persons with disabilities in accordance with the ADA and all other applicable
federal, state, and local laws.
102.07 Internal Administrative Procedures for Responding to Requests from
Employees for Disability‐Related Accommodations
As a federal contractor, Georgia Southern University is obligated to make reasonable accommodations for
persons with known, qualified disabling conditions unless doing so would impose undue hardship on the
University or create a direct threat to the safety of its employees, students, or patrons. Georgia Southern will
provide reasonable accommodations tailored to specifically address the requestor’s functional limitations to
enable the individual to perform the essential functions of his or her job and/or to participate in universitysponsored
programs and activities.
Georgia Southern is an Affirmative Action and Equal Employment Opportunity institution committed to
providing reasonable accommodations for any person with a disability who meets the definition of disabled as
described in the Americans with Disabilities Act. In order for the University to provide a disability‐related
accommodation to an employee, the employee must complete the Georgia Southern University Employee
Reasonable Accommodation Request form. This form is available from a supervisor.
The following procedures are intended to outline the internal institutional process that must be followed
by deans, directors, department chairs, managers, and supervisors prior to providing disability‐related
accommodations to an employee requesting such accommodations.
The employee will be required to self‐identify himself or herself as having a disabling condition and must
discuss the particulars of the accommodation request with his or her immediate supervisor. It is the
responsibility of the supervisor to forward his or her assessment of the request and all documentation related
to the request to the appropriate dean or division chair/director for his or her review and discussion of the
assessment. Following that process, the dean or division chair/director must forward the documents to the
director of Human Resources (for requests from classified employees) or to the Associate Provost (for requests
from faculty employees) for review in consultation with the Associate Vice President for Legal Affairs and the