Employee Accommodations (Disability & Religious)
Executive Order 1111 guides the University to make its programs, services, and activities accessible to students, faculty, staff, and the general public who visit or attend a campus-sponsored event, with disabilities. It is also the policy of the CSU to provide reasonable accommodations in the employment and application process. If assistance or accommodations are needed, please see information below. This policy is in accordance with applicable state and federal laws including, but not limited to, the ADA, 42 U.S.C. § 12101 et seq.; Sections 503, 504 and 508 of the Rehabilitation Act of 1973, as amended, 29 U.S.C. § 794 et seq.; and applicable state laws, including but not limited to the California Fair Employment and Housing Act (FEHA), Government Code § 12940 et seq. and Education Code §§ 67302 and 67310-13.
Disability Support and Accommodation Resources
- Employees seeking disability support and accommodation should contact the ADA Coordinator. The ADA Coordinator has been designated as the campus authority to verify employee disabilities and to prescribe specific accommodations for employees with documented disabilities.
Complaints: Employees are urged to contact the campus ADA Coordinator (see below for contact information) regarding any questions or concerns, including complaint procedures available to you. For employees represented by a collective bargaining agreement, the collective bargaining agreement outlines complaint procedures, process, and timelines. For employees not eligible to file a complaint or grievance under a collective bargaining agreement or whose collective bargaining agreement incorporates CSU system-wide complaint procedure, the complaint procedure is outlined in CSU Executive Order 1096.
- Prospective Employees and Visitors seeking disability support and accommodation resources should contact the individual office applicable to the accommodation (Parking & Transportation Services for parking issues, Human Resources regarding staff interview accommodations, etc.) or contact the ADA Coordinator (see contact information below) for guidance and further assistance.
- Accessible Technology Initiative (ATI) - It is the policy of the CSU to make information technology resources and services accessible to all CSU students, faculty, staff and the general public regardless of disability. Carol (Heins) Gonzales is the Cal Poly Pomona Accessible Technology Coordinator. For more information, including resources, policy requirements regarding departmental software purchases, etc., please visit the Cal Poly Pomona ATI Webpage.
- Reporting a Physical Access Barrier - Students and campus visitors who encounter a physical access barrier on campus, such as an inoperative elevator or unresponsive power door; bicycles or vehicles blocking access ramps or curb cuts; overhanging branches; and/or difficulty traveling a route because of construction, etc., are encouraged to report such barriers to the Campus ADA Coordinator. The ADA Coordinator will report barriers to Facilities Planning & Management (FP&M). Campus employees can report issues directly to FP&M at (909) 869-3030. If you do so, you may want to alert the ADA Coordinator as well.
About the Campus ADA Coordinator
Cal Poly Pomona's ADA Coordinator acts as a resource to the campus community to ensure compliance with applicable federal and state laws and regulations. The Coordinator implements campus antidiscrimination policies and provides proactive support.
The ADA Coordinator works with Facilities Planning & Management to remove physical access barriers and also serves on the campus Accessible Technology Initiative (ATI) Committee.
The ADA Coordinator receives and processes discrimination complaints--see Policies and Complaint Procedures for details.
Religious Accommodations for Employees
California State University employees may request a religious accommodation by either notifying your supervisor or contacting the OIEC.
Religion includes all aspects of religious observance, practice and belief as well as moral or ethical beliefs as to what is right and wrong which are sincerely held with the strength of traditional religious views.
A reasonable religious accommodation is any adjustment to the work environment that will allow an employee to practice his or her religion. Breaks, flexible scheduling, voluntary substitutions or swaps, and lateral transfers are examples of accommodating an employee's religious beliefs. Requests will be considered on a case-by-case basis to determine whether undue hardship would result from the accommodation.
An employer can claim undue hardship when asked to accommodate an employee's religious practices if allowing such practices requires more than ordinary administrative costs, diminishes efficiency in other jobs, infringes on other employees' job rights or benefits, impairs workplace safety, causes co-workers to carry the accommodated employee's share of potentially hazardous or burdensome work, or if the proposed accommodation conflicts with another law or regulation.