Employee Accessibility
Our Commitment to Accessibility & Inclusion
Your success is essential to the College’s mission and our community is strongest when everyone can do their best work. F&M is dedicated to equal opportunity and providing reasonable accommodations for qualified individuals with disabilities in compliance with with the Americans with Disabilities Act (ADA) as amended by the ADA Amendments Act (ADAAA), Section 504 of the Rehabilitation Act of 1973 (29 U.S.C. 794), the Pennsylvania Human Relations Act (PHRA), and all applicable local fair employment practices laws.
We view the accommodation process as a team effort. By working together—employee, supervisor, and HR—we use open communication to find the best solutions. We are here to ensure that barriers are removed and that every professional at the College has an equitable path to excellence.
Reasonable Accommodation
A reasonable accommodation is a modification or adjustment to a job function, business practice, or work environment that makes it possible for a disabled individual to perform the essential functions of the job, or to enjoy the benefits and privileges of employment substantially equal to those enjoyed by others without disabilities, unless an accommodation would be unduly costly, extensive, substantial or disruptive, or would fundamentally alter the essential functions of the role.
Examples of reasonable accommodations:
- Work Schedule, Location, and Leave Flexibility
Adjustments to work hours, break schedules, work location (including remote work or hybrid arrangements where feasible), or leave-related practices to address disability-related limitations.
- Job Duties, Work Methods, Performance Expectations
Modifications to how work is performed, including adjustment of non-essential job functions, alternative methods for completing tasks, temporary transitional duties, or reasonable adjustments to productivity expectations, without eliminating essential functions.
- Work Environment, Accessibility, and Equipment
Changes to the physical work environment or workspace, including accessibility modifications, ergonomic adjustments, environmental changes (e.g., lighting or noise), and provision or modification of equipment, tools, or assistive technology.
- Communication, Training, and Supervision, and Policy Modifications
Adjustments to communication methods, training delivery, supervisory practices , or reasonable modifications to workplace policies and procedures (e.g., dress code or break schedules) when necessary to support effective job performance.
Requesting a Reasonable Accommodation
To initiate this process, employees or applicants are responsible for disclosing their disability and requesting an accommodation(s). It is requested, but not required, that employees use this form to submit a request. Once a request is received, the College engages in an interactive process with the individual to identify the most effective, individualized accommodations based on their specific role and needs. For assistance with making a request or the accommodation process, please contact Human Resources at hr@fandm.edu or 717-358-3996.
Verification of Need
Requests for accommodation will generally require documentation from a licensed healthcare professional to verify that a functional limitation due to a disability exists, describe how the disability limits the employee’s functioning and explain how those limitations affect the employee’s ability to perform specific job functions in the event these limitations are not plainly evident. If the information provided in the documentation from the healthcare provider is insufficient, the College may require the employee to see a healthcare professional of the College’’s choosing and expense. Employees requesting accommodation are encouraged to use this form to obtain the appropriate health-related information from their chosen provider.
All health-related information is kept strictly confidential and stored separately from standard personnel files.
Prohibition on Retaliation
Any form of discipline, reprisal, intimidation, or other adverse action against any individual for requesting an accommodation in good faith is expressly prohibited. Individuals who believe they have experienced retaliation should report such conduct as soon as possible to the Employee Engagement Officer in Human Resources at hr@fandm.edu or 717-358-3996.
Grievance Process
The College has adopted an internal grievance procedure providing for prompt and equitable resolution of complaints alleging any action prohibited by Section 504 of the Rehabilitation Act of 1973. Section 504 prohibits discrimination on the basis of disability in any program or activity receiving Federal financial assistance. An employee who believes they have not been fairly accommodated may exercise the process outlined in the Grievance Policy and Procedure in Cases of Alleged Disability Discrimination.