This policy establishes Santa Fe Community College (SFCC or the College) guidelines regarding reasonable accommodation to enable qualified employees with disabilities to function successfully at work.
Scope and Applicability
This policy applies to all employees.
SFCC provides reasonable accommodation to employees with disabilities, unless the only available accommodation would impose an undue hardship on the College. The College does not discriminate against persons with real or perceived disabilities (Policy 4-9 Discrimination and Harassment).
- Alternate Placement
Is the attempt to place a qualified employee with a disability in another position at the College. Alternate placement is attempted only if the Office of Human Resources and the employee’s supervisory chain to the Vice President level determines that no reasonable accommodation can be made to enable the employee to perform the essential functions of the current position.
- Direct Threat
Is a significant risk of substantial harm to the health or safety of the employee or others that cannot be eliminated by reasonable accommodation.
is any member of the college workforce: all staff (regular full-time, regular part-time, term, temporary, probationary and sensitive position); all student employees; all faculty (full-time, part-time, adjunct and probationary); all administrators, including interim; all contract employees.
- Employee with a Disability or Impairment
as defined at NMSA 1978, Section 28-1-2(M) or the Americans with Disabilities Act, 42 U.S.C. § 12102, is an employee who:
A.) Has a physical or mental impairment that substantially limits one or more major life activities (for example, the ability to communicate or to move about);
B.) Has a record of such an impairment; or
C.) Is regarded as having such an impairment by supervisors or managers, whether or not an impairment actually exists. (They may be an employee who has recovered from a disability but who is still thought of as having the disability or is stigmatized because of having had the disability, or who has been misclassified as having a disability that they did not actually have.)
- Essential Job Functions
are those tasks that are fundamental job duties of the held or desired employment position, as opposed to marginal incidental tasks not related or peripheral to the specific position.
- Health Care Provider
Provider of services as defined in the ss act, of medical or health services
- Major Life Activites
Include, but are not limited to:
A.) Caring for oneself, performing manual tasks, seeing, hearing, eating, sleeping, walking, standing, sitting, reaching, lifting, bending, speaking, breathing, learning, reading, concentrating, thinking, communicating, interacting with others, and working;
B.) The operation of a major bodily function, including functions of the immune system, special sense organs and skin; normal cell growth; and digestive, genitourinary, bowel, bladder, neurological, brain, respiratory, circulatory, cardiovascular, endocrine, hemic, lymphatic, musculoskeletal, and reproductive functions. The operation of a major bodily function includes the operation of an individual organ within a body system.
- Qualified Employee
Is an individual who, with or without reasonable accommodation, can perform the essential functions of the job in question.
- Reasonable Accommodation
Is modification to the work environment or responsibilities to enable a qualified employee with a disability to perform the essential functions of a specific position. Reasonable accommodation should not impose an undue hardship on College operations or create a direct threat to the health or safety of the employee or others. The determination of reasonable accommodation should be made after an interactive process between the employee and the College. Reasonable accommodation may include, but is not limited to:
A.) Making existing facilities used by employees readily accessible to and usable by individuals with disabilities;
B.) Job restructuring; part-time or modified work schedules; reassignment to a vacant position; acquisition or modifications of equipment or devices; appropriate adjustment or modifications of examinations, training materials, or policies; the provision of qualified readers or interpreters; and other similar accommodation for individuals with disabilities.
- Undue hardship
With respect to the provision of accommodation means significant difficulty or expense incurred by a covered entity, when considered in light of the factors set forth in this section. Factors to be considered in determining whether accommodation would impose an undue hardship on the College, include:
A.) The nature and net cost of the accommodation needed, taking into consideration the availability of tax credits and deductions, and/or outside funding;
B.) The overall financial resources involved in the provision of reasonable accommodation, the number of persons employed at such facility, and the effect on expenses and resources;
C.) The overall financial resources of the College, the overall size of the College’s operations with respect to the number of its employees, and the number, type and location of its facilities;
D.) The type of operation or operations of the College, including the composition, structure and functions of the College’s workforce, and the geographic separateness and administrative or fiscal relationship of the facility or facilities in question to the College;
E.) The impact of accommodation upon the operation of the facility, including the impact on the ability of other employees to perform their duties and the impact on the facility’s ability to conduct business.
- Work Restrictions
Are job activities that a licensed health care provider has determined the employee with a disability cannot perform because of a physical or mental impairment.
- Employee Responsibilities
- Employees are responsible for initiating a request for reasonable accommodation for a disability. Employees shall notify their supervisors when they have physical or mental conditions that may adversely impact their job performance or their health or safety or that of others. Further, employees shall cooperate with the Office of Human Resources to provide appropriate medical or psychological certification, and other relevant information as needed, for the College to work with the employee.
- The employee must provide the Office of Human Resources with requested health care provider certification and other relevant information in a timely manner and cooperate with supervisors and others as the College attempts to make reasonable accommodation or to develop an alternate placement.
- Validity of Health Care Provider Certificate. If the College has reason to doubt the validity or adequacy of the health care provider certificate provided by the employee, the College may direct the employee to obtain supplemental information from the employee’s provider. Alternatively, the College may, at the College’s expense, request that the employee obtain the opinion of a second health care provider designated or approved by the College to certify the need for the requested leave. The designated or approved health care provider shall not be an individual employed on a regular basis by the College. If the second opinion materially differs from that provided in the original health care provider certificate, the College may require that the employee obtain, at the College’s expense, the opinion of a third health care provider, designated or approved jointly by the College and the employee. The opinion of the third health care provider will be final and binding on the College and the employee.
Recertification May Be Required. The College may require that employees obtain and submit a recertification form upon request for extension of the leave and in case of substantial change of circumstances. The Office of Human Resources will notify the employee if another health care provider certificate is required. The employee must furnish the recertification within 15 calendar days after the College’s request, unless it is not practicable to do so. The health care provider recertification will be at the employee’s expense.
- Supervisor Responsibilities
- If a supervisor recognizes that their employee is struggling with performance, the supervisor is encouraged to verbalize a general offer of support to the employee. Supervisors may not initiate any discussion with employees that directly associates whether or how their health conditions might affect their performance. However, if an employee self-discloses, the supervisor must consult the Office of Human Resources immediately to begin a discussion of appropriate accommodation.
- Supervisors must consult with the Office of Human Resources as soon as they become aware that an employee’s behavior or job performance has been adversely affected and that the possible cause is a physical or mental condition.
- Supervisors may require employees to report to the Office of Human Resources, and the Office of Human Resources may require the employee who is requesting accommodation to secure a medical evaluation before returning to the workplace.
- Supervisors of employees requesting accommodation must make best efforts to:
- Collaborate with the Office of Human Resources to coordinate appropriate accommodation in response to appropriate medical certification and other relevant information;
- Obtain the employee’s suggestions for possible accommodation in the current position;
- Attempt to provide reasonable accommodation that will enable the employee to perform the essential functions of their current position;
- Ensure that employees with disabilities are afforded equal opportunities for professional development and advancement;
- Ensure that disabled employees receive equal treatment to non-disabled employees in terms of salary and performance evaluation decisions, taking only legitimate business factors into consideration.
- If the employee’s disability or impairment is related to a worker’s compensation claim, the employee must provide the Office of Human Resources the Physician Work Activity Status Report from the College’s authorized provider and also provide a copy to their supervisor for accommodation.
- If the employee’s disability or impairment is not a worker’s compensation claim, and the employee believes their disability or impairment is affecting their job performance, then the employee must provide a health care provider’s certificate stating the condition and the accommodation requested.
Statement of Accountability and Responsibility
The President, through the Executive Director of Human Resources and Professional Development/EEO Officer and the Office of Human Resources, shall be responsible for enforcing Human Resources procedures and policies. The Office of Human Resources shall work with the different departments and offices to comply with this policy and develop procedures that will enforce this policy regarding awareness, prevention, and remediation.
SFCC Governing Board approved: 9/28/06
Revised and Governing Board approved: 10/25/17