POLICY FOR EMPLOYMENT OF DISABLED PERSONS

It is the policy and intent of The State University of New York College at Cortland that no otherwise qualified disabled individual shall, solely by reason of his or her ability, be excluded from applying for employment or be subject to discrimination if employed by the College.

The College will not discriminate against any employee or applicant for employment because of physical or mental disability in regard to any position for which the employee or applicant for employment is qualified.  The College will employ, advance in employment, and otherwise treat disabled individuals without discrimination based upon their physical or mental disability in all employment practices including, but not limited to, advertising, recruitment, promotion, demotion or transfer, layoff or termination, rates of pay or other forms of compensation, and selection for training.

Adoption of the above policy is in compliance with Section 504 of the Rehabilitation Act of 1973, as amended, and the Americans with Disabilities Act of 1990.

The term “disabled individual” is one who has a physical or mental impairment that substantially limits one or more of an individual’s major life activities; refers to an individual having a record of such an impairment; or refers to an individual who is regarded as having such an impairment.  An impairment “substantially limits” a major life activity if an individual is unable to perform such an activity or is significantly restricted in performing it.

A “qualified disabled individual” is an individual with a disability who meets the skill, experience, education, and other job-related requirements of a position held or desired and, with or without reasonable accommodation, can perform the essential job functions.

All applicants for employment and current employees who believe themselves to be covered by Section 504 of the Rehabilitation Act of 1973, as amended, and the Americans with Disabilities Act of 1990, and who wish to benefit under the Affirmative Action Program, are invited to identify themselves when applying for employment or are asked to self-identify when completing hiring paperwork in the Human Resources Office.  Reasonable accommodation for disabled persons will be determined through consultation with line management and advisory groups and will be made for considerations of business necessity, financial costs, and expense.