DATE
ISSUED
08/01/94
DATE
REVISED
08/01/98
POLICY
Saint
Louis
University
welcomes
persons
form
all
races,
ethnic
backgrounds,
religions
and
abilities
to
its
campuses
as
faculty,
staff,
students
and
visitors.
Saint
Louis
University
prohibits
discrimination
based
on
race,
color,
sex,
national
origin,
religion,
age,
sexual
orientation,
disability
and
veteran
status.
The
purpose
of
the
Americans
with
Disabilities
Act
of
1990,
is
to
prohibit
discrimination
against
and
facilitate
the
inclusion
of
persons
with
disabilities
in
employment,
education,
public
accommodations,
transportation
and
communication
systems.
The
ADA
accomplishes
this
with
two
basic
mandates
to
employers,
public
facilities
and
providers
of
goods
and
services.
First,
individuals
with
disabilities
must
be
given
an
equal
opportunity
to
gain
access
to
available
employment
and
public
accommodations.
Secondly,
public
accommodations
and
employers
must
attempt
to
make
reasonable
accommodations
to
the
physical
and
mental
limitations
of
individuals
with
disabilities.
The
University
established
the
following
procedures
to
ensure
the
compliance
of
all
areas
of
the
University
community
with
the
letter
of
spirit
of
the
Americans
with
Disabilities
Act.
SCOPE
This
policy
applies
to
all
prospective
and
current
staff,
faculty
and
students
of
Saint
Louis
University.
This
policy
also
applies
to
visitors,
patients,
customers,
vendors,
contractors,
and
groups
or
individuals
leasing
any
facility
of
the
University.
DEFINITIONS
These
definitions
are
from
the
Americans
with
Disabilities
Act
and
its
regulatory
guidelines.
Direct
Threat.
This
refers
to
a
situation
where
the
individual
with
a
disability,
with
or
without
a
reasonable
accommodation,
poses
a
danger
to
the
health
or
safety
of
the
individual
or
others.
To
demonstrate
a
direct
threat
there
must
be
(1)
significant
risk
of
substantial
harm;
(2)
a
specific
identified
risk;
(3)
a
current
risk;
(4)
an
assessment
of
risk
based
on
objective
medical
or
factual
evidence
regarding
a
particular
individual;
and
(5)
proof
that
this
significant
risk
cannot
be
eliminated
or
reduced
below
the
level
of
a
"direct
threat"
be
reasonable
accommodation.
Essential
Functions.
The
fundamental
or
"core"
job
duties
of
a
particular
employment
position.
It
excludes
the
marginal
functions
of
the
position.
Individual
with
a
Disability.
An
individual
who:
(1)
has
a
physical
or
mental
impairment
that
substantially
limits
one
or
more
of
his/her
major
life
activities;
or
(2)
has
record
of
such
an
impairment;
or
(3)
is
regarded
as
having
such
an
impairment.
Public
Accommodations.
A
private
entity
that
runs,
leases,
leases
to,
or
operates
a
place
of
public
accommodation.
Its
operations
affect
commerce,
and
fall
within
at
least
one
of
the
following
12
categories:
places
of
lodging;
establishments
serving
food
or
drink;
places
of
exhibition
or
entertainment;
places
of
public
gathering;
sales
or
rental
establishments;
service
establishments;
public
transportation
terminals,
depots
or
stations;
places
of
public
display
or
collection;
places
of
recreations;
educational
institutions;
social
service
center
establishments;
exercise
or
recreation
facilities.
Qualified
individual
with
a
Disability.
For
purposes
of
employment,
admissions,
and
the
provision
of
educational
auxiliary
services,
a
person
with
a
disability
must
also
satisfy
the
requisite
skill,
experience,
education
and
other
job
related
requirements
of
the
employment
position
such
individual
holds
or
desires,
or
the
educational
requirements
of
the
program
for
which
he
or
she
applies
or
is
enrolled,
with
or
without
reasonable
accommodations.
Readily
Accessible
to
and
usable
by.
The
term
is
intended
to
enable
people
with
disabilities
including
mobility,
sensory,
and
cognitive
impairments
to
get
to,
enter
and
use
a
facility.
Readily
Achievable.
Actions
that
are
easily
accomplished
and
able
to
be
carried
out
without
much
difficulty
or
expense.
Reasonable
Accommodation.
This
term
may
include
but
is
not
limited
to:
making
existing
facilities
readily
accessible
and
usable
be
individuals
with
disabilities,
job
restructuring,
part
time
or
modified
work
schedules,
reassignment
to
a
vacant
position,
acquisition
or
modification
of
equipment
or
devices,
appropriate
adjustment
or
modification
of
examinations,
training
materials
or
policies,
the
provision
of
qualified
readers
or
interpreters
and
similar
accommodations
for
individuals
with
disabilities.
Undue
Burden.
An
action
that
requires
significant
difficulty
or
expense.
Factors
considered
in
the
determination
of
undue
burden
include:
nature
and
cost,
overall
financial
resources,
number
of
employees,
effects
on
expenses
and
resources,
safety
requirements,
impact
of
action
on
on-site
operation,
relationship
with
parent
company
and
its
financial
resources,
size,
number
of
employees.
Undue
Hardship.
An
accommodation
that
is
excessively
costly,
extensive,
substantial,
or
disruptive,
or
that
would
fundamentally
alter
the
nature
or
operation
of
the
business.
PROCEDURES
The
Affirmative
Action
Officer
is
responsible
for
monitoring
Saint
Louis
Universitys
compliance
with
the
Americans
with
Disabilities
Act
of
1990,
the
Rehabilitation
Act
of
1973
and
all
legislation
that
ensure
equal
access
and
opportunity
for
persons
with
disabilities.
The
Affirmative
Action
Officer
will
review
the
procedures
established
at
the
department
or
division
level
to
ensure
access.
The
Disabilities
Coordinator
has
been
designed
as
the
point
of
contact
for
students
with
disabilities.
The
Disabilities
Coordinator
will
evaluate
and
verify
a
students
need
for
auxiliary
services.
The
Human
Resources
Office
is
the
point
of
contact
for
employees
to
request
workplace
accommodations.
It
is
the
responsibility
of
each
University
department
and
/or
division
to
absorb
the
cost
of
reasonable
accommodations
made
for
its
employees,
visitors
or
students
with
disabilities.
Exceptions
to
this
will
be
academic
auxiliary
services
which
are
provided
through
the
Disabilities
Coordinators
office;
and
physical
renovations
and
new
construction
which
is
the
responsibility
of
Facilities
Services.
Wherever
possible,
accommodations
and
physical
improvements
will
be
built
into
the
budget
process.
1.0
Employment
Qualified
disabled
individuals
will
be
treated
without
discrimination
in
all
employment
practices
including
but
not
limited
to
employment,
promotion,
demotion
or
transfer,
recruitment
or
recruitment
advertising,
layoff
or
termination,
job
classification,
benefits,
tenure,
eligibility
for
leave,
compensation
and
selection
for
training.
Disabled
individuals
may
request
a
reasonable
accommodation
to
1)
enable
them
to
complete
an
application
and
be
considered
for
a
position
at
Saint
Louis
University,
2)
perform
the
essential
functions
of
a
position,
or
3)
enable
the
disabled
employee
to
enjoy
the
same
benefits
and
privileges
of
employment
as
are
enjoyed
be
other
similarly
situated
non-disabled
employees.
In
general,
it
is
the
disabled
individuals
responsibility
to
inform
the
respective
Human
Resources
Office
that
an
accommodation
is
needed.
When
accommodation
is
requested,
Saint
Louis
University
will
make
every
reasonable
attempt
to
meet
the