Yeshiva University is committed to prohibiting discrimination against individuals with disabilities in the job application process, hiring, firing, advancement, compensation, job training, and other terms, conditions and privileges of employment as mandated by the Americans with Disabilities Act, the Rehabilitation Act, as well as New York State and local laws.
It is the policy of Yeshiva University to provide a reasonable accommodation to qualified applicants, staff and faculty members with disabilities to enable them to participate in all aspects of the employment process which includes performing the essential functions of a job. If an accommodation is determined to be unreasonable, result in an undue hardship to the University or pose a direct threat of substantial harm to the health or safety of the applicant, employee or others, it will not be provided. The University is not required to provide an accommodation for an individual with a disability if such accommodation will cause undue hardship.
This Policy applies to all University personnel and for those applicants seeking vacant positions during the job application process.
A. An individual with a disability is a person who: (1) has a physical or mental impairment that substantially limits one or more major life activities, (2) has a record of such an impairment, or (3) is regarded as having such an impairment.
B. The term major life functions refers to acts such as caring for one's self, performing manual tasks, walking, talking, seeing, hearing, speaking, breathing, learning and working.
C. A qualified individual with a disability is a person with a disability who satisfies the requisite skill, experience, education and other job-related requirements of the employment position that such individual holds or desires and who, with or without reasonable accommodation, can perform the essential functions of such position.
D. A reasonable accommodation is any change or adjustment to a job or work environment that enables a qualified applicant or employee with a disability to participate in the job application process, perform the essential functions of a job, or to participate in other terms, conditions and privileges of employment. A reasonable accommodation may include, but is not limited to: (1) making existing facilities used by employees readily accessible to and usable by persons with disabilities; (2) Job restructuring, modifying work schedules, reassignment to a vacant position; and (3) Acquiring or modifying examinations, training materials, or policies, and providing qualified readers or interpreters.
E. Undue hardship is the result or impact of an accommodation that is unduly costly, expensive and/or disruptive or that fundamentally alters the nature of the University's operations.