Section 504 / ADA Coordinator
Dr. Veleka S. Gatling
Office of Institutional Equity and Diversity
Innovation Research Park I Suite 106
Norfolk, VA 23508
(757) 683-3141
equityanddiversity@odu.edu
In accordance with the requirement of 504 of the Rehabilitation Act of 1973 and Titles I and II of the Americans with Disabilities Act of 1990 (ADA), Â鶹´«Ã½ will not discriminate against qualified individuals with disabilities on the basis of disability in its services, programs, or activities. Â鶹´«Ã½ does not discriminate on the basis of disability in its hiring or employment practices and complies with all regulations promulgated by the U.S. Dept. of Education, the U.S. Dept. of Justice, and the U.S. Equal Employment Opportunity Commission.
Â鶹´«Ã½ is committed to increasing opportunities for success for persons with disabilities.
The University is responsible for providing a reasonable accommodation to the known disability of an otherwise qualified employee, applicant or student once they make their disability status and subsequent need for an accommodation known to the appropriate University official.
Determining ADA Status
Under applicable disability laws, an individual with a disability is a person who:
- has a physical or mental impairment that substantially limits one or more major life activities;
- has a record of such impairment; or
- is regarded as having such an impairment.
Temporary, non-chronic impairments that do not last for a long time and that have little or no long-term impact usually are not disabilities.
The determination of whether an impairment is a disability is made on a case-by-case basis.
To be considered a person with a disability, the impairment must substantially limit one or more major life activities. Examples of major life activities include walking, speaking, breathing, performing manual tasks, seeing, hearing, learning and caring for oneself.
To be protected, a person must not only be an individual with a disability, but must be qualified.
¹ó´Ç°ùÌýstudents, a qualified individual with a disability is a person who, with or without reasonable modifications to rules, policies or practices; the removal of architectural, communication or transportation barriers; or the provision of auxiliary aids or services, meets the essential requirements for the receipt of services or participation in programs or activities provided by the University.
For University employees, a qualified individual with a disability is a person who satisfies the requisite skill, experience, education and other job-related requirements of the employment position and who, with or without a reasonable accommodation, can perform the essential functions of the position
A reasonable accommodation is a modification or adjustment to a job, employment practice, or the work environment that makes it possible for a qualified individual with a disability to enjoy an equal employment opportunity. Â鶹´«Ã½ will provide a reasonable accommodation to the known disability of a qualified applicant or employee unless the accommodation would impose an undue hardship. Examples include, but are not limited to:
- modified work schedules
- obtaining or modifying equipment or devices
- modifying examinations, training materials or policies
- reassignment to a vacant position
- making facilities readily accessible to and usable by individuals with disabilities
A reasonable accommodation is a reasonable modification in policies, practices, or procedures, when the modifications are necessary to avoid discrimination on the basis of disability, unless the modifications would fundamentally alter the nature of a University service, program or activity.
Examples of reasonable accommodations for students may include, but are not limited to:
- extended time for testing
- permitting priority seating
- allowing unanticipated class absences
- permitting attendance at duplicate lecture sections
- permitting tape recording of classes
In general, it is the responsibility of the employee, applicant or student to make the disability status and subsequent need for an accommodation known to the appropriate University official. Once on notice of the need for accommodations, it is the responsibility of the University official and the individual with a disability to discuss possible accommodations and assess the reasonableness and effectiveness of each potential accommodation. Determinations regarding accommodations on campus will be made on a case-by-case basis. Determining a reasonable accommodation is very fact-specific. In general, the accommodation must be tailored to address the nature of the disability and the needs of the individual within the context of the requirements of the job or the program of study.
University Policies
ADA/Section 504 Training
Learn about the ADA and/or Section 504 of Rehabilitation Act online from Mr. Steven Traubert, Litigation Director of the disAbility Law Center of Virginia.