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ADA Accommodations

Montgomery College is committed to diversity and nondiscrimination and supports employment opportunities for qualified individuals with disabilities in accordance with the College’s Affirmative Action Plan for Veterans and Individuals with Disabilities, Board policy on Equal Employment Opportunity and Non-Discrimination, and state and federal laws and regulations, including the Americans with Disabilities Act of 1990.

The College will not discriminate against a qualified individual because of a disability with regard to application, hiring, advancement, discharge, compensation, training, or other terms, conditions, and privileges of employment. Benefits provided to qualified individuals with a disability are no different than the benefits provided to other employees. Likewise, this policy does not prohibit the College from holding employees with disabilities to the same standards of conduct and performance as other similarly situated employees without disabilities.

The College, in accordance with applicable law, will provide, upon request, reasonable accommodations for the application process, employment, and continued employment, or reassignment of qualified individuals with disabilities, unless such accommodations would impose undue hardship on the College.

The appropriate accommodation is identified through an interactive process involving the employee, the employee's supervisor, and the HR specialist for disability coordination.

Following receipt of an MC Request for an ADA accommodation/modification form, the employee's supervisor, the HR specialist, or both will meet with the individual to acknowledge the request and explain the processing of the request. The process will also include a discussion with the individual as to how his or her alleged disability limits the performance of essential job functions. In addition to discussing the specific recommendations requested by the individual, the supervisor, and the HR specialist will also discuss other possible accommodations with the individual and assess the effectiveness each accommodation would have in enabling the individual to perform the essential functions of the position.

At any time during the request accommodation process, the HR specialist may ask the employee for medical documentation of his/her disability and the need for the accommodation requested. If the documentation provided by the individual is not sufficient to make a determination of the appropriate reasonable accommodation, the HR specialist may require the individual, at the College's expense, to go to a health care provider of the College's choice to adequately document the need for accommodation and identify appropriate accommodations. Any medical examination required under these circumstances will be limited to determining the existence of a disability and the functional limitations that require accommodations.