Employment of Disabled Individuals Policy

Basis for Policy

Section 503 of the Rehabilitation Act of 1973 prohibits job discrimination because of physical or mental handicap and requires employers to take affirmative action to employ and advance in employment qualified handicapped persons. Section 504 of the act prohibits discrimination on the basis of physical or mental handicap in federally assisted programs or activities.

To comply with the requirements set forth in the Rehabilitation Act of 1973, the Research Foundation Board of Directors adopted a policy on equal employment opportunity on March 19, 1974. This policy states that the Research Foundation is committed to equal opportunity in its employment practices and will demonstrate this commitment through outreach programs as reflected in affirmative action plans. See Statement of Policy on Equal Employment Opportunity in the Forms resource area.

Because of the Research Foundation's commitment to provide equal opportunity in its employment practices, the Research Foundation Board of Directors adopted a policy statement (BP76-6) titled "Affirmative Action Plan for Handicapped Persons" on January 21, 1976. This plan supports the law that states that qualified handicapped persons should be given every opportunity for employment, training, and promotion commensurate with their ability and qualifications to perform the specific jobs for which they may be considered.

In addition, Title I of the Americans with Disabilities Act of 1990, which became effective on July 26, 1992, protects qualified individuals with disabilities from discrimination in employment on the basis of their disability.

The Research Foundation (RF) has established a procedure for resolving allegations of discrimination if a disabled individual believes that the policy regarding his or her employment has been violated.

Policy

The Research Foundation will ensure that no otherwise-qualified disabled individuals shall, solely by reason of their disability, be excluded from applying for Research Foundation employment or be subject to discrimination if employed by the Foundation.

The Research Foundation will employ, advance in employment, and otherwise treat disabled individuals without discrimination based upon their disability in all employment practices. These employment practices include, but are not limited to, advertising, recruitment, promotion, demotion or transfer, layoff or termination, rates of pay or other forms of compensation, and selection for training.

See Policy on the Employment of Disabled Individuals in the Forms resource area.

Requirements

Informing New Employees of Policy

The Research Foundation operations manager or designee must inform new Research Foundation employees of the policy on employment of disabled individuals. In addition, this person must include the Self-Identification of Disabled Individuals Form in each orientation packet given to new Research Foundation employees.

Posting the Self-Identification of Disabled Individuals Form

The Research Foundation operations manager or designee must ensure that the Self-Identification of Disabled Individuals Form is posted in conspicuous places where employees and applicants for employment will see the form.

Completing the Self-Identification of Disabled Individuals Form

The Research Foundation operations manager or designee must invite all applicants for employment and employees to voluntarily identify themselves by completing the Self-Identification of Disabled Individuals Form if they believe themselves to be covered by the Rehabilitation Act of 1973 and the Americans with Disabilities Act of 1990 and who want to benefit from the Research Foundation affirmative action program.

Approving and Retaining the Self-Identification of Disabled Individuals Form

There are no approvals needed when an employee or an applicant for employment chooses to complete the Self-Identification of Disabled Individuals Form.

If a person chooses to complete the Self-Identification of Disabled Individuals Form, the original must be retained in the office responsible for personnel matters or in the Affirmative Action Office at the operating location. The form cannot be retained in the employee's personnel file. The operating location must provide an employee with a copy of the form upon request.

Entering Information into the Computerized Business System

The Research Foundation operations manager or designee must ensure that for all employees or applicants for employment who identify themselves as disabled, appropriate information is entered in the computerized business system.

Responsibilities

Operating Locations

The campus president or designee has the overall responsibility and authority for the location's affirmative action efforts regarding the employment of disabled individuals.

The affirmative action officer or designee has the daily responsibility and authority for the location's efforts regarding the employment of disabled individuals.

The campus president or designee, affirmative action officer or designee, and the Research Foundation operations manager or designee are responsible for complying with the policy and requirements described in this procedure.

Corporate Affirmative Action Office at Central Office

The corporate affirmative action officer or designee is responsible for

 

 

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