Syracuse University does not discriminate against any employee or applicant for employment because of his or her physical or mental disability, as state and federal law define those terms. The University has a policy of employing, advancing in employment, and otherwise treating qualified individuals with disabilities without discrimination based on their physical or mental disabilities in all University employment practices. It is the University’s policy that all employment decisions should be based on valid job requirements.
The University is committed to diversity and nondiscrimination, and supports the employment of qualified individuals with disabilities in its workforce in accordance with federal and state laws and regulations, including the Americans with Disabilities Acts of 1990 (ADA) and as amended as amended (“ADAA”), Sections 503 and 504 of the Rehabilitation Act of 1973, and the New York State Human Rights Law.
A disability is defined by the ADAA, as a physical or mental impairment that substantially limits one or more major life activities of such individual; a record of such an impairment; or being regarded as having such an impairment. Note: To qualify as a disability under the ADAA, the impairment must be permanent or of extended duration.
A disability is defined by the New York State Human Rights Law (NYSHRL) as a physical, mental, or medical impairment resulting from anatomical, physiological, genetic or neurological conditions that prevents the exercise of a normal bodily function or is demonstrable by medically accepted clinical or laboratory diagnostic techniques, or a record of such an impairment, or a condition regarded by others as such impairment, provided, however, that in all provisions of this article dealing with employment, the term shall be limited to disabilities which, upon the provision of reasonable accommodations, do not prevent the complainant from performing in a reasonable manner the activities involved in the job or occupation sought or held.
Generally speaking, a person is “qualified” who satisfies the requisite skill, experience, education and other job-related requirements of the employment position such individual holds or desires, and who, with or without reasonable accommodation, can perform the essential functions of the position.
The University makes reasonable accommodations to the known physical and mental disabilities of otherwise qualified disabled individuals unless such an accommodation would impose an undue hardship. A reasonable accommodation is a modification or adjustment to a job, the work environment, or the way things usually are done that enables a qualified individual with a disability to enjoy an equal employment opportunity. An equal employment opportunity means an opportunity to attain the same level of performance or to enjoy equal benefits and privileges of employment as are available to a similarly situated employee or applicant without a disability. The University also protects applicants and employees from coercion, harassment, threats, intimidation or discrimination for filing a complaint or assisting in an investigation. The University will adhere to all applicable laws and standards governing disability discrimination and reasonable accommodations.
Links to Procedures and Related Information
- Non-Discrimination and Anti-Harassment in Employment
- Non-Discrimination and Equal Opportunity Policy Statement
- Non-Discrimination, Equal Employment Opportunity and Affirmative Action
- Non-Discrimination/Students with Disabilities Policy
- Family and Medical Leave Act (FMLA) Information
- Americans with Disabilities Act of 1990
- Americans with Disabilities Act Amendments of 2008
- New York State Human Rights Law
- Rehabilitation Act of 1973 (504)
Amended: 1990, 2006