Disabled Vet and Vietnam Era Vet Faculty, Staff, Job Application
Electronic & Information Technology Accessibility
Policy Memorandum: Sex Discrimination
Notice of Provision and Applicability of ADA
Policy Memorandum: Posting Notices in a Format Accessible to Individuals with Disabilities
Non-Discrimination and Anti-Harassment Policy
ASSURANCE OF COMPLIANCE
THE UNIVERSITY OF GEORGIA
Pursuant to applicable federal and state laws, including Title VI of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, Executive Order 11246, Revised Order 4, Title IX of the Education Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, the Age Discrimination Act of 1975, the Vietnam Era Veterans Readjustment Assistance Act of 1974, and The Americans with Disabilities Act of 1990, as such laws may be revised or amended, with their respective applicable implementing regulations (collectively, “applicable laws”) and to applicable policies (“policies”) of the Board of Regents of the University System of Georgia and the President of The University of Georgia (“UGA”), UGA continues its affirmative implementation of equal opportunity to employees, students, covered contractors and vendors, and applicants for employment, admission, or contractor or vendor status. UGA will act in matters of employment, admissions, programs, services, and activities free of prohibited bias with regard to race, color, sex, sexual orientation, national origin, religion, age, veteran status, and disability. Further, the UGA will not maintain racially segregated facilities.
Accordingly, UGA will not discriminate in employment, admissions, programs, services, or activities with regard to any position for which the applicant, employee, or student is qualified and will make reasonable accommodation for disabilities. UGA provides this certification of equal employment opportunity as a federal fund recipient, contractor, and vendor or supplier to federal contractors and requires like certification from non-exempt vendors, suppliers, and sub-contractors.
The Affirmative Action Plan implementing applicable law is administered by the undersigned. Telephone inquiries concerning this Plan may be directed to his office at (706)542-7912. The Plan may be accessed on the web at via the Affirmative Action link.
J. Stephen Shi
Director
June 2009
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Disabled Veteran and Vietnam Era Veteran Faculty, Staff, and Job Applicants
Equal Opportunity Office
POLICY MEMORANDUM
The University of Georgia (“UGA”) is a government contractor subject to Section 402 of the Vietnam Era Veterans Readjustment Act of 1974 (“Act”) that requires contractors to apply affirmative action guidelines to the employment and advancement of Vietnam era veterans and qualified disabled veterans.
Any person addressed in this memorandum who wishes to be considered under UGA's program of affirmative action may notify UGA Human Resources Division (if a classified employee or applicant) or the UGA Equal Opportunity Office (if a faculty member or administrative employee or applicant). A request to be considered under UGA's program of affirmative action may be made immediately or at any time in the future. Submission of this information is voluntary and refusal to provide it will not subject the individual to discharge or disciplinary action. Information obtained concerning covered individuals will be kept confidential, except that (i) supervisors and managers may be informed regarding restrictions on the work or duties of disabled individuals and regarding necessary accommodations; (ii) first aid and safety personnel may be informed, when and to the extent appropriate, if a disabling condition might require emergency treatment; and (iii) government officials investigating compliance with the Act will be informed as required.
UGA will make no pre-employment inquiries regarding disabilities.
Any disabled veteran who notifies either of the above offices of his or her desire to be included under the UGA program of affirmative action can assist responsible officials by making them aware of (i) the skills used or intended to be used to perform the job notwithstanding the disability and (ii) the accommodations UGA could make to enable proper and safe performance of the position, to include special equipment, changes in the physical layout of the job, elimination of certain duties relating to the job, or other accommodations.
Inquiries may be directed to the undersigned at the address and telephone number below. Complaints involving application of this policy at UGA may be addressed in accordance with the UGA Dispute Resolution Policy, copies of which are available from the Office of Legal Affairs, are posted on campus, and can be accessed on the web at http://www.uga.edu/legal/pdfs/Dispute.pdf
J. Stephen Shi
Director
June 2009
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Disabled UGA Faculty, Staff, and Job Applicants
The University of Georgia (“UGA”) is subject to provisions of the Rehabilitation Act of 1973 that require UGA to apply affirmative action guidelines to the employment and advancement of otherwise qualified persons who are disabled within the meaning of applicable laws. UGA is also a covered entity under the Americans with Disabilities Act (“ ADA ”), which prohibits discrimination in employment, programs, services, and activities against an otherwise qualified individual with a disability on the basis of that disability.
Any person addressed in this memorandum who wishes to be considered under UGA's program of affirmative action may so notify UGA Human Resources Division (if a classified or administrative employee or applicant) or the UGA Equal Opportunity Office (if a faculty member or applicant). Submission of this information is voluntary and refusal to provide it will not subject the individual to any adverse action. UGA will make no pre-employment inquiries about disabilities.
Information obtained concerning covered individuals shall be kept confidential, except that (1) supervisors and managers may be informed regarding restrictions on the work or duties of a disabled person and regarding necessary reasonable accommodations; (2) first aid and safety personnel may be informed, when and to the extent appropriate, if the condition might require emergency treatment; and (3) government officials investigating compliance with ADA shall be informed. No use shall be made of such information that is inconsistent with the above laws.
Any disabled person who notifies either of the above offices of his or her desire to be included under the UGA program of affirmative action can assist responsible officials by making them aware of (1) the skills used or intended to be used to perform the job notwithstanding the disability and (2) the accommodations UGA should consider to enable proper and safe performance of the job, to include special equipment, changes in the physical layout of the job, elimination or modification of certain duties relating to the job, or other accommodations that are reasonable under all relevant facts and circumstances.
Complaints involving this policy should be addressed in accordance with the provisions of UGA's Non-Discrimination and Anti-Harassment Policy found here.
Inquiries regarding this sex discrimination policy may be directed to him at 3 Peabody Hall; Athens , Georgia 30602 or 706-542-7912.
J. Stephen Shi
Director
June 2009
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Electronic and Information Technology Accessibility
Ensuring equal access to electronic and information technology (“technology”) is the responsibility of each department affiliated with The University of Georgia (“UGA”), much in the same way that it is the responsibility of each department to ensure such access to facilities and courses. Whereas physical accessibility guidelines for buildings and classes are contained in the Americans with Disabilities Act of 1990 (Pub. L. 101-336) (“ ADA ”) and section 504 of the Rehabilitation Act of 1973 (Pub. L. 93-112) (“Rehab. Act” ) , technology considerations are covered primarily in Section 508 of the Rehab Act.
Departments should read the summary of 508 law, located at http://section508.gov/index.cfm?FuseAction=Content&ID=11 and understand that these rules have been adopted by the Georgia Board of Regents and so apply to UGA in the same manner in which they apply to entities that operate using federally-provided funding.
Specifically, technology that is utilized by any department that is to be used by students needs to be accessible, regardless of level of ability, as outlined in Section 508. This includes, but is not limited to, computer labs, web sites, online study or courses, and technology that students use to participate in classroom discussions or tests. Accessibility to all technology utilized in any area of a student's UGA experience cannot be unreasonably limited as a result of a student's disability.
In practice, this requires every department at UGA to reasonably accommodate those limitations on technology access experienced by students due to disabilities either at the time of the adoption of the particular technology where such limitations can be anticipated or later at the time an otherwise unanticipated limitation is identified. Accordingly, departments must incorporate appropriate disability considerations into all new technology acquisitions, and must develop reasonable accommodations for the use of any existing technology in a timely manner after a disability-based limitation on such use is identified.
While the Rehab. Act and ADA provide a minimum standard for accessibility, it is the goal of UGA to go beyond such minimums when possible in order to provide a welcoming environment to all students, whether disabled or not. For example, departments should strive to make all technology provided for student use accessible to all students rather than merely making available one or a limited number of specially adapted components available for use by disabled students.
This means that all computers in computer labs should have options available to students who due to a particular disability cannot operate them without approximate accommodation. Based on previous experience, these options should include at a minimum, provision for disabilities such as blindness, deafness, learning disabilities and limitations to manual dexterity.
Web sites and online study or course work should similarly be designed so that they can be integrated with screen-reading applications. Videos and interactive media should incorporate appropriate cues for the hearing impaired, as well as provide alternate formats for the vision impaired. Use of interactive classroom technology (so-called "clickers" and the like) must adequately take into account the difficulties and limitations in using such technology for students with disabilities, especially those affecting various sensory and motor functions in order to prevent any disadvantage to such students.
Departments are reminded that UGA's Disability Resource Center (“DRC”) is the primary resource to assist disabled students and to advise faculty on appropriate actions and approaches, including those involving technology, for properly taking into account student disabilities. With respect to physical and technological access, the DRC advocates a "Universal Design" approach to accommodation - such as installing a ramp leading to an entrance on an elevated grade rather than a staircase, as a staircase limits access to some individuals, and a ramp ensures access to all or ensuring that all computers in a lab are all loaded with appropriate software to enhance accessibility for disabled students.
With respect to technological accessibility, the DRC maintains various software applications that can be used to make computer workstations more accessible to students with disabilities. Most of this software can be distributed to departments at UGA at no cost. While this software may not be adequate to reasonably accommodate all students with disabilities it does address the largest percentage of disabilities that have been identified among the UGA student population. Additionally, the DRC can assist in the design and implementation of web pages and on-line course materials so as to make them more accessible to disabled students.
Please contact Ian Simmons, IT Manager at the DRC ( isimmons@uga.edu .) with any questions regarding accessibility to technology for disabled students.
J. Stephen Shi
Director
July 2009
POLICY MEMORANDUM
SEX DISCRIMINATION
Consistent with the requirements of applicable federal and state law, including Title VII of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, and with the Equal Opportunity/Affirmative Action Policy of the University of Georgia (“UGA”), UGA does not discriminate on the basis of sex in employment, programs, services, or activities.
All recruitment is conducted without regard to sex except where sex is a bona fide occupational qualification (“BFOQ”). There are presently no positions at UGA for which sex is a BFOQ. There are, however, positions having job-related physical requirements that are not sex-based and that are not used as a subterfuge for exclusion of females. Both male and female applicants, students, employees, recipients of programs and services, and participants in activities have an equal opportunity to apply and be considered for any available job, program, service, or activity for which they are qualified.
UGA does not make any distinction based upon sex, either in employment opportunities, wages, hours, and benefits, conditions of employment or as to the normal age of retirement. Any conditions of employment or eligibility for programs, services, or activities related of marital status, parental status, or age shall apply regardless of sex. UGA provides appropriate and comparable physical facilities for both males and females.
Policy regarding leaves of absence applies equally to all employees regardless of sex. Employees availing themselves of maternity leave are permitted to work as long as allowed by their health care providers and may return to work in like manner. No mandatory time limits exist for maternity or any disability leave. Disability due to pregnancy shall be considered as any other disability and appropriate sick leave provisions shall apply.
UGA does not restrict one sex to a certain classification. Notification of all job opportunities is made available to all employees, regardless of sex, and all employees are encouraged to apply, regardless of sex. Both male and female employees within a job class have equal access to any training programs.
Violations of the UGA policy on sexual harassment will be treated as a form of discrimination subject to the same level of vigilance, enforcement, and sanction as other forms of discrimination. Sexual harassment policy is currently administered by the Equal Opportunity Office and may be reviewed at http://www.uga.edu/eoo/pdfs/NDAH.pdf
The Title VII and Title IX Officer of the UGA is the Director of the Equal Opportunity Office, J. Stephen Shi. Inquiries regarding this sex discrimination policy may be directed to him at 3 Peabody Hall; Athens , Georgia 30602 or 706-542-7912.
J. Stephen Shi
Director
June 2009
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NOTICE OF PROVISION AND APPLICABILITY OF ADA
The University of Georgia (“UGA”) is required to comply with the provisions of the Americans with Disabilities Act of 1990, as amended and the Rehabilitation Act of 1973, as amended, as well as the regulations implementing these laws (collectively, “ADA” and “ Rehab. Act”, respectively ). Renovations and additions to UGA facilities, as well as new construction since effective dates of the ADA and Rehab Act, have been carried out in accordance with the ADA and Rehab Act.
The ADA provides that no qualified individual with a disability shall, on the basis of the disability, be excluded from participation in or be denied the benefits of the services, programs, or activities of a public entity, or be subjected to discrimination by any public entity. The ADA also requires UGA to "make reasonable modifications in policies, practices, or procedures when the modifications are necessary to avoid discrimination on the basis of disability, unless the public entity can demonstrate that making the modifications would fundamentally alter the nature of the service, program, or activity.”
If you are an individual with a disability who may require assistance or accommodation in order to participate in or receive the benefit of a service, program, or activity of UGA, or if you desire more information, you may contact the office of the undersigned ADA Coordinator at the address and telephone number below.
Text telephone users may route inquiries through the Georgia Relay Center at 711.
J. Stephen Shi
Director
June 2009
POLICY MEMORANDUM
POSTING NOTICES IN A FORMAT ACCESSIBLE TO INDIVIDUALS WITH DISABILITIES
The University of Georgia (“UGA”) is required by law to post notices describing the Federal laws prohibiting job discrimination based on race, color, sex, sexual orientation, national origin, religion, age, veteran status, and disability.
Posters, prepared by and available from the Equal Employment Opportunity Commission (“EEOC”), summarize these laws and explain what action an employee or applicant can take if he or she believes that he or she has been the victim of discrimination. These posters have been distributed to employing units of UGA and are routinely placed in conspicuous locations in the workplace where notices to applicants and employees are customarily posted.
The Americans with Disabilities Act (“ ADA ”) requires that notices of Federal laws prohibiting job discrimination be available in a location that is accessible to applicants and employees with disabilities that limit mobility.
Accordingly, printed notices should be made available in an accessible format, as needed, to persons with disabilities that limit their ability to see or read. Notices can be read to applicants or employees with disabilities that limit seeing or reading ability. Questions regarding availability of notices in alternate format may be directed to the UGA Equal Opportunity Office at (706) 542-7912.
The EEOC has "Equal Employment Opportunity is the Law" posters (pdf) . Employers may order a limited number at no cost by contacting the EEOC at:
Equal Employment Opportunity Commission
Office of Communications and Legislative Affairs
1801 L Street, NW
Washington, D.C. 20507
(800) 669-EEOC or (800) 800-3302 (TDD) or (202) 663-4264
J. Stephen Shi
ADA Compliance Officer
June 2009
NON-DISCRIMINATION AND ANTI-HARASSMENT POLICY (NDAH Policy)
The University of Georgia (“the University”) is committed to maintaining a fair and respectful environment for living, work and study. To that end, and in accordance with federal and state law, Board of Regents’ policy, and University policy, the University prohibits any member of the faculty, staff, administration, student body, or visitors to campus, whether they be guests, patrons, independent contractors, or clients, from harassing and/or discriminating against any other member of the University community because of that person’s race, sex (including sexual harassment), sexual orientation, ethnic or national origin, religion, age, disabled status, or status as a disabled veteran or veteran of the Vietnam era. Incidents of harassment and discrimination will be met with appropriate disciplinary action, up to and including dismissal from the University.