IS-2097 ADA/Reasonable Accommodation

1. Requesting an Accommodation

(Students should contact Accessibility Services to request an accommodation.)

Requesting an accommodation is an interactive process between the employee and CNM. Effective communication between the parties is a vital part of the process.   

Employee

1.1 Discuss the need for an accommodation with the supervisor.

1.2 Identify and discuss with Human Resources an alternative posted position at CNM if the essential functions of the current position can no longer be performed.

Supervisor

1.3 May Contact the appropriate Human Resources Consultant.

1.4 Request, if appropriate, the nature of the medical condition, the accommodation requested, and the duration of the accommodation from the physician through the employee.

1.5 Determine, in conjunction with the Human Resources Consultant, the nature and feasibility of the accommodation.

1.6 Determine, in conjunction with the Budget Office and Business Office, the costs necessary to provide the proposed and selected accommodation.

1.7 Reasonable accommodation expenses will come out of the supervisor’s department budget. If the department is unable to fund the reasonable accommodation expenses, the supervisor may contact the appropriate Vice President to determine other funding sources.

Human Resources Consultant or Supervisor

1.8 Generate a letter to the employee stating that CNM has or has not approved the request for accommodation.

2. Grievance Procedure and Appeals

2.1 Complaints should be in writing and contain information about the alleged discrimination such as name, address, phone number of complainant and location, date, and description of the problem.  Alternative means of filing complaints, such as personal interviews or a tape recording of the complaint, will be made available for persons with disabilities upon request.   

2.2 The complaint should be submitted no later than 60 days after the alleged violation to CNM’s ADA Coordinator (Senior Director of Talent Management). 

2.3 Within 30 calendar days after receipt of the complaint, the ADA Coordinator’s designee will meet with the complainant to discuss the complaint and the possible resolutions. Within 30 calendar days of the meeting, the ADA Coordinator’s designee will respond in writing, and where appropriate, in a format accessible to the complainant.  The response will explain CNM’s position and offer options for substantive resolution of the complaint. 

2.4 If the response by the ADA Coordinator’s designee does not satisfactorily resolve the issue, the complainant or designee may appeal the decision within 30 calendar days after receipt of the response to the ADA Coordinator. The ADA Coordinator will meet with the complainant to discuss the complaint and possible resolutions.  Within 30 calendar days after the meeting, the ADA Coordinator will respond in writing with a final resolution of the complaint. 

2.5 All written complaints, appeals, and responses will be retained for at least three years.

Support Materials

• IS-2008, Equal Employment Opportunity

Reference Materials

• Governing Board Policy Handbook Section V, Equal Opportunity
• Employee Handbook, Equal Opportunity Handbook
• Employee Handbook, Disability and Reasonable Accommodation
• Americans with Disabilities Act of 1990