Americans with Disabilities Act (ADA)

The Americans with Disabilities Act (1990) is a comprehensive anti-discrimination statute that prohibits discrimination against a qualified individual with a disability in regard to job application procedures, hiring, promotion, transfers, discharge, layoffs, training, compensation and fringe benefits. As defined by the ADA, a qualified person with a disability is one who is able to perform the essential functions of the job, with or without the employer providing a reasonable accommodation for his/her disability and who also possesses the skill, experience, education and other qualifications needed to succeed in the job.

The University of Richmond is committed to providing equal employment opportunities for every person, regardless of race, religion, national or ethnic origin, age, sex, sexual orientation, disability, status as a veteran or any classification protected by local, state or federal law. In keeping with this policy, the University works to ensure that the work environment is free of artificial barriers which prevent otherwise qualified applicants from consideration for jobs and hinder disabled Employees from properly performing their jobs.

Procedure for Requesting an Accommodation:

Qualified individuals with disabilities may make requests for reasonable accommodations to the Associate Vice President for the Department of Human Resource Services. Upon receipt of the accommodation request, the Associate Vice President or the appropriate Human Resource Services designee will meet with the Employee to discuss and identify the precise limitations resulting from the disability and the potential accommodation(s) the University might make in order to meet the requested accommodations.

The Associate Vice President will meet with appropriate individuals identified as having a need to know, such as the individual's supervisor/department head, in order to ascertain the feasibility of the requested accommodation. Factors that will be used in the consideration include, but are not limited to: the nature and cost of the accommodation, the impact that the accommodation may have on the operation of the department, the accommodation's impact on the ability of other Employees to perform their duties and on the University's ability to conduct business.

The Associate Vice President will inform the Employee of the University's decision on the accommodation request.