Reasonable Accommodations

REASONABLE ACCOMMODATION — DISABILITIES

The school adheres to the requirements and regulations of the Americans with Disabilities Act of 1990, as amended, the Rehabilitation Act of 1973, and all applicable federal, state and local laws including modifications made by the ADA Amendments Act of 2008. Qualified individuals with disabilities may be entitled to a reasonable accommodation in the workplace. If you believe you are such an individual, please communicate that information in writing to Human Resources. The school will attempt to work with you to accommodate your needs.

If an employee or an applicant comes to a manager requesting a reasonable accommodation, it is the manager’s responsibility to immediately involve Human Resources.

Any information regarding a disability will be kept confidential to the extent possible.

REASONABLE ACCOMMODATION — RELIGION

The school does not discriminate against any applicant or employee in hiring or in the terms, conditions, and privileges of employment due to religion. The school will reasonably accommodate requests based on an employee’s religious practices or beliefs, except where such request constitutes an undue hardship. Employees requiring religious accommodation should present requests for accommodation to Human Resources as soon as possible.

The school allows employees to use PTO for the employee’s religious observances or practices so long as the employee’s use of the leave will not impose an undue hardship on the school. The school’s policies do not restrict the ability of employees to wear religious clothing, take time off for a holy day or to take time off for other religious practices or observances unless the accommodation would impose an undue hardship or the activities would have more than a temporary or tangential impact on the employee’s ability to perform the essential functions of his/her/their job.

REASONABLE ACCOMMODATION — DOMESTIC VIOLENCE

The school does not discriminate against any applicant or employee in hiring or in the terms, conditions and privileges of employment due to an employee’s status as a victim of domestic violence, sexual assault or stalking. Requests for accommodation under this policy should be presented to Human Resources as soon as possible.

Upon request and certification, the school will provide a reasonable safety accommodation, which may include, but is not limited to, transfer, reassignment, modified schedule, unpaid leave

from employment, changed work telephone number, changed work station, installed lock, implemented safety procedures, and workplace or job duty adjustments, unless the accommodation would impose an undue hardship on the operation of the business of the school.

REASONABLE ACCOMMODATION — PREGNANCY

The school does not discriminate against any applicant or employee in hiring or in the terms, conditions and privileges of employment due to known limitations related to pregnancy, childbirth or a related medical condition, including but not limited to lactation. The school, therefore, will not, on the basis of pregnancy, childbirth or related medical condition: ● Deny employment opportunities to an applicant or employee; ● Fail to make reasonable accommodation that would not impose an undue hardship on the operation of the school; ● Take adverse employment action against an employee; ● Require an employee to accept a reasonable accommodation that is unnecessary to perform the essential duties of the job; or ● Require the employee to accept a reasonable accommodation if the employee does not have a known limitation, or require the employee to take FMLA/OFLA or any other leave if the school can make reasonable accommodation.

Reasonable accommodation may include, but not limited to: ● Acquisition or modification of equipment or devices; ● More frequent or longer break periods or periodic rest; ● Assistance with manual labor; or ● Modification of work schedules or job assignments.

Upon notification by an employee of the employee’s pregnancy, the school will provide the employee written notice of their right to reasonable accommodation within ten (10) days of receipt of such notice. An accommodation that creates an undue hardship on the school or which endangers health or safety is not a reasonable accommodation. Any additional requests for accommodation under this policy should be presented to Human Resources as soon as possible.

RESPONSIBILITIES

Human Resources is ultimately responsible for developing, communicating and enforcing the principles set forth in this policy.