1.06 Accommodations in the Workplace

Policy No. 1.06

Human Resources is responsible for coordinating efforts to comply with the Americans with Disabilities Act (ADA) and its amendments. Human Resources arranges reasonable accommodations for staff and faculty with disabilities on a flexible, case-by-case basis.

Interactive Process

The interactive process for requesting reasonable accommodation in the workplace can be initiated by either the employee or the supervisor by contacting the designated Human Resources business partner. If an employee comes forward to their supervisor and requests assistance with a disability or medical condition, the supervisor should refer the employee to Human Resources.

The designated Human Resources business partner will work with the employee to obtain the request for reasonable accommodation and appropriate medical or disability documentation.

• Based on submitted medical/disability documentation, Human Resources will determine if the employee is eligible for reasonable accommodations.
• If the employee is eligible for reasonable accommodations, Human Resources will interact with the employee and the supervisor to identify potential reasonable accommodations that will allow the employee to perform the essential functions of the job.
• If the employee is not eligible for reasonable accommodations, Human Resources may assist the supervisor in identifying voluntary and readily achievable means for meeting the employee’s needs.
• Employees with disabilities are responsible for contacting Human Resources if reasonable accommodations are not implemented in an effective or timely way.
• Employees who have been out on an extended Family and Medical Leave Act (FMLA) leave for a serious health condition may find it beneficial to contact Human Resources to discuss the need for possible accommodations.

Important Information for Supervisors

• If the supervisor has concerns or questions regarding disability in the workplace, they should contact Human Resources to consult before talking to the employee about those concerns.
• Accommodation requests may not be denied by the supervisor or department before such requests, and possible alternatives, are thoroughly evaluated in consultation with Human Resources.
• Departments may find it beneficial to contact Human Resources to discuss the referral of employees who have been out on an extended FMLA leave for a serious health condition.
• Supervisors are encouraged to invite staff from Human Resources to conduct educational training opportunities to better inform department employees about ways that they can create a more open and inclusive environment for all. 


ADA/504 Compliance 


In accordance with the Americans with Disabilities Act of 1990 (ADA) and the Rehabilitation Act of 1973, Section 504, no qualified person will be denied access to, participation in, or the benefits of any program or activity operated by Berklee because of disability. Berklee will not discriminate against qualified individuals with disabilities in employment practices and activities, including, but not limited to, application procedures, hiring, promotion, advancement, termination, training, compensation, and benefits. Berklee will not discriminate against a qualified individual because of a known disability.

In the spirit of ADA and the Rehabilitation Act, Section 504, Berklee is committed to removing barriers that prevent qualified individuals with disabilities from enjoying the same employment opportunities that are available to persons without disabilities. Berklee is committed to the inclusion of persons with disabilities in all aspects of employment.

Trained Human Resources staff have been designated to handle staff and faculty inquires and appeals regarding the ADA and the Rehabilitation Act, Section 504:

The above individual has been designated as the ADA/504 coordinator for faculty and staff ADA requests, and is responsible for coordinating efforts to comply with ADA disability laws.

The above individual has been designated as the ADA/504 appeals officer responsible for the review of any faculty or staff appeal alleging noncompliance.

Berklee reserves the right to amend, suspend, or cancel this policy at any time, with or without notice. In the event that a conflict exists between this policy and the terms and conditions of the Berklee faculty union contract agreement, the union contract agreement will supersede this policy.

December 2018