Base all
employment decisions (application process, hiring, training, assignments, evaluation,
promotion, discipline, and termination) on an applicant’s or employee's
qualifications and performance rather than a disability or need to accommodate.
Consult with the
Director of Affirmative Action before making disability related decisions.
Follow procedures
in the UW Oshkosh disability accommodation policy.
Provide
appropriate disability information (accommodation policy, procedures, and request form) to
applicants/employees who need accommodations.
Maintain
confidentiality regarding the disability and accommodations (no discussion with co-workers
or colleagues, no medical records in personnel files).
Refer
applicants/employees to the Director of Affirmative Action for information and/or
assistance with disability accommodation procedures.
Review
accommodations periodically to ensure that they are effective.
Respond to
accommodation requests in a timely manner.
The ADA prohibits
asking an applicant or employee whether he or she has a disability.
The ADA prohibits
harassment and retaliation based on disability or the need for accommodation.
Campus policy
prohibits modifying or denying an accommodation request without a review by the Director
of Affirmative Action.
Campus
policy requires that all accommodations be documented.
