Gonzaga University seeks to provide equal access for persons with disabilities to include students, employees and the public, to all educational programs, employment, activities, events, and services which it operates, consistent with applicable federal and state laws and Gonzaga policies.
This policy is based on the Americans with Disabilities Act and amendments, the Rehabilitation Act, and the Washington State Law Against Discrimination (RCW Ch. 49.60 as Related to Disabilities), and Gonzaga’s mission.
Reasonable accommodations, academic adjustments, and public access will be provided to persons with disabilities to ensure they are provided an equal opportunity to participate in or benefit from any Gonzaga program, activity, event, or service.
Gonzaga is committed to providing reasonable accommodations for students and Gonzaga employees at study abroad venues to the extent feasible given other countries’ accessibility standards.
Gonzaga provides reasonable accommodations to persons with temporary disabilities.
This policy applies to all employees with disabilities and to public access. Gonzaga's goals are to provide:
- Reasonable accommodations for qualified employees with disabilities that will allow them to perform the essential functions of their positions, unless the accommodation is an undue hardship, or the employee being a direct threat to self and/or others is established.
- A welcoming environment that affords all qualified individuals with disabilities equal opportunity for full public access and participation in campus programs, activities, events, and services.
- For access and accommodations for students with disabilities, please reference the Access and Accommodations for Students with Disabilities Policy located at www.gonzaga.edu/DREAM.
2. Institutional Authority Assigned
The Benefits and Accommodations Specialist handles benefits and accommodations for staff and faculty. The Benefits and Accommodations Specialist is formally designated to:
- Evaluate and determine that a disability qualifies for an accommodation.
- Through the interactive process, determine appropriate accommodations, auxiliary aids, and adaptive/assistive technology for employees with disabilities.
- Work with all parties toward implementing appropriate accommodations, auxiliary aids, physical facility alterations, adaptive/assistive technology.
- Consult with appropriate entities throughout the institution to develop Gonzaga-wide access and accommodation procedures.
- Consult with Gonzaga officials during initial development stage for any new or upgraded program, activity, event or service, including technology and facilities, so that disability access is integrated proactively.
- Create training and informational initiatives about disability access and inclusion for employees.
- Manage initial intervention stage of access and accommodation issues before formal complaints are filed.
- Work with the ADA/504 Coordinator on new or revised policies and procedures, educational efforts, and complaint processes.
- Work with Plant and Construction Services and sponsors to assist with public access for Gonzaga facilities, programs, activities, events, and services.
The Assistant Director of Equity and Inclusion functions as Gonzaga’s ADA/504 Coordinator and is formally designated to:
- Oversee Gonzaga-wide consistency with and adherence to these policies and procedures, and participate in revising policies and procedures as needed to remain current with the law.
- Consult with General Counsel and Gonzaga administration on disability access and accommodation issues.
- Manage and investigate access and accommodation issues when the individual files a complaint because they believe they are the victim of harassment or discrimination.
- Respond to inquiries from the U.S. Office of Civil Rights, Human Rights Commission, Equal Employment Opportunity Commission, or other external agencies.
- Assist in educating students and employees about disability access and accommodation.
3. Disability Information
The appropriate office will maintain a confidential file regarding the disability of each person who provides documentation of disability to Gonzaga. The file contains all pertinent information and medical records related to accommodation, academic adjustment, or other services.
4. Complaint Resolution Process
People with disabilities are also protected from harassment and discrimination under the University-wide Harassment and Discrimination Policy. Complaints regarding disability access and accommodation, or harassment and discrimination, are received and managed by the Office of Equity and Inclusion and handled through the University-wide Harassment and Discrimination Complaint Policy found here in the Policies and Procedures Manual.
Any party (employee, student or member of the general public) who believes his or her complaint has not been handled appropriately may use the Grievance Policy as described in the Gonzaga University Policy and Procedures Manual, beginning with Step 2.
5. Alternative Steps
Gonzaga University’s intention is that through these procedures any complaints will be resolved internally; however, a complaint may be filed with federal or state agencies, such as:
Washington State Human Rights Commission
Information and Complaints
Rock Point Plaza III
1330 N. Washington St., Suite 2460
Spokane, WA 99201
Equal Employment Opportunity Commission
Federal Office Building
909 First Ave., #300
Seattle, WA 98104
U.S. Department of Education
Office of Civil Rights
915 Second Avenue, Room 3310
Seattle, WA 98174
TDD (877) 521-2172
U.S. Department of Justice
950 Pennsylvania Avenue, NW
Washington, DC 20530-0011
U.S. Department of Labor
Office of Federal Act Compliance Programs
1111 Third Ave., Suite 745
Seattle, WA 98101