|Policy Owner||Version No.||Effective Date||Review Cycle||Last Reviewed|
|VP, Chief Diversity Officer, and Ombudsman||1||May 1, 2022||Every 5 years||N/A|
The University of Maryland Global Campus Global Campus (UMGC) is committed to creating and maintaining a welcoming and inclusive educational and working environment for people of all abilities. UMGC is committed to the principle that no qualified individual with a disability shall, based on disability, be excluded from participation in or be denied the benefits of the services, programs, or activities of the University, or be subjected to discrimination. UMGC provides reasonable accommodations to qualified individuals with a disability. Reasonable accommodations shall be made in a timely manner and on an individualized and flexible basis. Discrimination against individuals on the grounds of disability is prohibited. The University also strictly prohibits retaliation against persons arising in connection with the assertion of rights under this Policy.
The purpose of this policy is to provide all members of the University community with a detailed guide on the reasonable accommodation process. There are important steps that must be taken to ensure reasonable accommodations are documented (within the accommodation tracking system), communicated, and provided in a timely fashion. These steps ensure equal opportunity for applicants, candidates, and employees with disabilities as well as ensure the University meets its legal obligations.
This Policy applies to all members of the University community, including, staff, faculty members, and third-party individuals. It is the responsibility of individual employees and/or third parties to identify themselves as persons with a disability when requesting an accommodation. It is also the responsibility of the individual with the disability to provide supporting documentation of their disability from a relevant credentialed professional that demonstrates how the disability affects their ability to perform the essential functions of their job or to participate in and benefit from UMGC programs, services, and/or activities. All supporting disability documentation, as defined in Section III of this policy, will be kept confidential and separate from personnel records.
Employees, Faculty members, Applicants, and Candidates with disabilities have the same obligation as all members of the community to meet and maintain UMGC’s job performance, technical standards, and codes of conduct.
The ADA Compliance Officer is responsible for university wide compliance with Title II of the Americans with Disabilities Act (ADA), Sections 504 and 508 of the Rehabilitation Act of 1973, and all other relevant state and Federal laws.
Workplace Accommodation Request Procedures
The Workplace Reasonable Accommodation Policy requires the University and its agents to engage in an interactive dialogue with the employee to implement reasonable accommodations.
It is the responsibility of Employee Accommodations, a unit in the Office of Diversity and Equity to determine reasonable accommodations for employees, faculty members, applicants, candidates. Employee Accommodations is responsible for documenting approved accommodations in an Accommodation Plan. A record of the Accommodation Plan shall be retained in the employee’s personnel file and in Employee Accommodations. All supporting disability documentation shall be kept confidential and maintained by Employee Accommodations separately from the employee’s personnel records.
Accommodation Request Procedures
The process begins when the University becomes aware that an employee, faculty member, applicant candidate may need an adjustment or change concerning some aspect of the application process, the job, or a benefit of employment for a reason related to a disability or chronic medical condition. An applicant, candidate or employee may request a reasonable accommodation at any time, orally or in writing.
Once the University has received notice of a need for accommodation, Employee Accommodations will be notified. Employee Accommodations will follow-up with the employee, faculty member, applicant, or candidate to discuss the Accommodation process and it will provide the employee, faculty member, applicant, or candidate with a Workplace Accommodation Request form and Medical Inquiry form for a medical provider or relevant credentialed professional to complete.
Time Limits. Complaints of discrimination, harassment, or retaliation in violation of UMGC Policy VI-1.00 must be made within thirty (30) calendar days following an incident of discrimination, harassment, or retaliation. Fair Practices may waive the time limit upon a showing of good cause.
UMGC Fair Practices Unit
3501 University Boulevard East
Adelphi, MD 20783
Phone: 800-888-8682 ext. 17955
In addition to filing a complaint under this Policy and Procedures, members of the UMGC Community may contact external agencies. A person wishing to file a complaint with an external agency should contact the appropriate agency promptly to verify the time limits and deadlines for filing complaints.
Equal Employment Opportunity Commission (EEOC)
City Crescent Building
10 S. Howard Street, Third Floor
Baltimore, MD 21201
Maryland Commission on Civil Rights (MCCR)
William Donald Schaefer Tower
6 Saint Paul Street, Ninth Floor
Baltimore, MD 21202-1631