Section 504 / ADA Coordinator
Heather Fuss
Asst. Director for Compliance
Talent Management and Culture
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), 惇蹋圖 will not discriminate against qualified individuals with disabilities on the basis of disability in its services, programs, or activities. 惇蹋圖 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.
惇蹋圖 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.
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. 惇蹋圖 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.