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Americans With Disabilities Act (ADA)
Appeal Process
- To whom may an otherwise qualified disabled employee or applicant appeal if he or she believes that the reason for an adverse employment decision is due to his or her disability?
- If an individual staff member or applicant for a staff position believes that the reason for an adverse employment action decision is due to his or her disability, the staff member or applicant should contact the Office of Employment Equity to discuss the matter. A complaint process and form.
- If an individual staff member or applicant for a staff position believes that the reason for an adverse employment action decision is due to his or her disability, the staff member or applicant should contact the Office of Employment Equity to discuss the matter. A complaint process and form.
- To whom may an otherwise qualified disabled employee or applicant appeal if he or she believes that a reasonable accommodation has not been made which would enable him or her to perform the job?
- If an individual staff member or applicant for a staff position believes that a reasonable accommodation has not been made which would enable him or her to perform the job, the staff member or applicant should contact the Office of Employment Equity to discuss the matter. If the individual is still not satisfied, he or she may appeal the decision to deny reasonable accommodation to the Associate Vice President for Human Resources. An appeal stating the reasons for disagreement with the decision must be filed in writing with the Associate Vice President for Human Resources within ten (10) calendar days of the date of the determination by the department. The staff employee or applicant shall send a copy of the appeal to the Office of Employment Equity and the employing unit.
