The Americans with Disabilities Act (“ADA”) prohibits discrimination against a qualified individual with a disability on the basis of that individual’s disability in, among other things, employment and the employment relationship. RISD is committed to complying with all applicable provisions of the ADA. It is RISD’s policy not to discriminate against any qualified employee or applicant with regard to any terms or conditions of employment because of such individual’s disability or perceived disability so long as the employee can perform the essential functions of the job.
Further, RI state law protects employees and job applicants from discrimination based on pregnancy, childbirth and related conditions. Employees and applicants have the right under state law to request a reasonable accommodation for conditions related to pregnancy, childbirth, and related conditions such as the need to express breast milk for a nursing child.
Consistent with this policy of nondiscrimination, RISD will provide reasonable accommodations to a qualified individual with a disability, as defined by the ADA, who has made RISD aware of his or her disability, provided that such accommodation does not constitute an undue hardship on RISD.
In determining whether a requested accommodation creates an undue hardship on the College, the appropriate College personnel will consider on a case-by-case basis whether such a request is unduly costly, extensive, substantial, or disruptive and/or whether it would fundamentally alter the nature of the College’s operation.
Procedure for Requesting an Accommodation
Employees with a disability who believe they need a reasonable accommodation to perform the essential functions of their job should contact the Human Resources Department. RISD encourages individuals with disabilities to come forward and request reasonable accommodation.
On receipt of an accommodation request, a member of the Human Resources Department will initiate a process so that you, your health care provider, and RISD share information about the nature of the disability and the precise limitations resulting from the disability that may affect your ability to perform your job. During the interactive process, you, your supervisor and Human Resources will explore the potential accommodation(s) that RISD might make to help overcome those limitations.
RISD will determine the feasibility of the requested accommodation considering various factors, including, but not limited to, the nature and cost of the accommodation and the accommodation’s impact on the operations of RISD, including its impact on the ability of other employees to perform their duties and on RISD’s ability to conduct business.
RISD will inform the employee of its decision on the accommodation request or on how to make the accommodation. The ADA does not require RISD to make the best possible accommodation when other less intrusive accommodations would be sufficient, to reallocate essential job functions, or to provide personal use items (i.e., eyeglasses, hearing aids, wheelchairs etc.)
An employee or job applicant who has questions regarding this policy or who believes that he or she has been discriminated against based on a disability should notify the Vice President of Human Resources. All such inquiries or complaints will be treated as confidential and shared only on a “need to know” basis.