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Obtaining Accommodations

Student Process for Obtaining Accommodations

1. The student contacts the director of Disability Services to request accommodations and/or services.
2. The student provides documentation of his or her disability. The director of Disability Services may help the student with this process, although Bethel College does not provide assessment services to document disabilities.
3. The director of Disability Services reviews the documentation to determine whether it demonstrates the existence of a disability and the possible need for reasonable accommodations. If the documentation is inadequate or incomplete, the director informs the student of this fact and will discuss steps to be taken.
4. The director or another disability specialist contacts the student to set up an appointment to discuss the student's needs. At this meeting, they discuss the ways in which the disability affects the student and determine reasonable accommodations to be provided.
5. If the accommodations relate to participation in courses, the disability specialist writes letters confirming the presence of a disability and stating the approved accommodations. Students are responsible for delivering these letters to their professors. If accommodations relate to other areas such as Student Life or Registration, the disability specialist and the student develop a plan to make sure the accommodations are put in place.
6. The student contacts the disability specialist if he or she needs assistance throughout the semester and/or if there are problems with the accommodations. Professors may also contact the disability specialist if they have questions or concerns.
7. The student must meet with his or her disability specialist each semester or interim to talk about accommodations needed for courses for that semester.

Employee Process for Addressing Accommodations Needs and Ergonomic Concerns

1. The employee brings his/her concern or request for
   accommodations to the appropriate supervisor. They discuss
   potential options to meet the need and implement as the
   situation allows.
2. If unable to find or agree to a workable adjustment, the supervisor may contact Human Resources for assistance (see #6 below). If the employee indicates that the problems are chronic and may be related to a disability, the employee is referred to the director of Disability Services.

3. If the employee is referred to Disability Services, the director will request that the employee provide appropriate disability documentation. If after reviewing the documentation it becomes clear that the employee does not have a disability, he/she will be referred to Human Resources. Disability documentation will be kept confidential and will not be stored in personnel files. The employee may elect to disclose the specific nature of their disability, but Human Resources and Disability Services will not disclose specific diagnoses and other medical information unless
   requested to do so by the employee through a release form. Supervisors will be given information regarding how the individual's disability may affect his/her ability to perform job tasks and what accommodations are necessary. If the employee is found to have a disability, reasonable accommodations will be recommended based on an assessment of the interaction between the employee's functional limitations and the essential functions of the job. Human Resources, Disability Services, the supervisor and the employee may be involved in this process as necessary.

   • The accommodation will benefit others in the department or will generally improve the work environment.
   • The department would have purchased the new technology or equipment even if the employee did not have a disability. In this case, Disability Services and the individual department may share the cost of the accommodation.
4. If a non-disabled employee is referred to Human Resources for assistance, they may request medical information to document the need for ergonomic or other modifications. If the medical documentation suggests that the individual may have a disability, Human Resources will consult with the Director of Disability Services to assist in making this determination and the employee may be referred to Disability Services.
5. Human Resources will utilize Dick Carlson or St. Paul Cos. as ergonomic consultants and make other recommendations as needed. It is at the discretion of the individual departments if they are able to pay for adjustments which are the result of medical conditions not defined as disabilities.