| Search UHR | |
What is your role at Rutgers University?
HR Toolkit
Jump To
|
Affirmative Action/Equal Employment Opportunity Guidelines for Recruitment and Selection of Administrative, Professional, or Supervisory Staff
Accommodations
Reasonable accommodations for the disabled are modifications or adjustments that can be made without undue hardship, to allow a qualified individual to enjoy equal employment opportunities. If an accommodation appears to cause undue hardship, that decision should be confirmed through the chain of command within the administrative unit in consultation with the Office of Employment Equity.
Individuals with disabilities themselves are often the best sources of ideas for cost-effective modifications. If an accommodation is requested by the selected candidate for a position and the accommodation is necessary and reasonable, the hiring authority is required to make the accommodation. In determining which accommodations are reasonable and which would constitute undue hardship, each case should be judged individually and the following factors considered:
- cost of the accommodation;
- effect of the accommodation on employees and students; and
- effect of the accommodation on the conduct of educational programs and business
affairs.
Using these standards, examples of reasonable accommodations may be the construction of a ramp at a building entrance, the lowering of a public telephone, the reassignment of nonessential job responsibilities to several employees performing similar job functions, rearrangement of files or shelves for accessibility to people in wheelchairs, providing telephone amplifiers for the hearing-impaired, or placing tactile labels on telephones for the vision-impaired. On the other hand, the installation of an elevator or the relocation of an entire office most likely would constitute undue hardship.
Most religious bias problems involve accommodations of employees seeking to observe their Sabbath although issues may involve religious observances while at work or particular modes of dress. An employer is required to make reasonable accommodations to an individual’s religious observances and practices unless it causes undue hardship. Reasonable accommodations are (1) consistent with business necessity, (2) incur minimal costs, and (3) do not create major personnel problems. The Office of Employment Equity is available to discuss religious accommodation issues.
During the interview, the hiring authority can clearly state the hours of work but may not inquire whether these hours are in conflict with the applicant’s religious observances or practices. If, after the job offer is made and accepted, the new employee notifies you of a work-schedule conflict based on religion, you are obliged to consider an accommodation.
Accommodation requests and any accompanying notes should be kept in a separate and locked file and shared on a need-to-know basis.
Additional Sections
- Introduction
- Ensuring a Broad Applicant Pool
- Recruitment Requirements
- Positon Description
- Internal/External Candidates
- Applicant Tracking System
- Recruiting for Positions with a Health Hazard
- Search Committees
- Interviewing
- Selection
- Record Maintenance
- The Disabled and Covered Veterans
- Employment Eligibility Verification Form (I-9)
- EEO/AA Guidelines to Staffing Externally Funded Projects
- Attachments
| Resources To Help You | |
| Office of Employment Equity - Contacts | 732-932-3020, ext. 4030 |
| Office of Employment Equity - Services | |
| EEO/AA Laws and Regulations | |
| Hiring Managers | |
| Hiring Toolkit | |
| Job Applicants and the ADA | |
| Search Firm Guidelines | |
