Disability Access & Accommodation
USU is committed to equal employment opportunity and non-discrimination as outlined in the Americans with Disabilities Act (ADA), the Rehabilitation Act of 1973, and the Pregnant Workers Fairness Act (PWFA). University policy prohibits discrimination toward a person with a disability or pregnancy.
USU requires equal opportunity and access, a process for a person with a disability or who is pregnant to request a reasonable accommodation, and a grievance process for an individual to report discrimination. University policy, as well as state and federal law, strictly prohibit retaliation against an individual for requesting a disability accommodation or for participating in a disability discrimination claim.
The University endeavors to ensure its campuses and programs are accessible and in compliance with state and federal disability standards and to provide reasonable accommodations to remove any barrier that may prevent an individual with a disability from equally participating in employment, employment benefits, or other University programs. Reasonable accommodations may include specialized equipment, auxiliary aids, policy modifications, or other effective accommodations.
Request a Reasonable Accommodation for a Disability
USU provides a process for all employees and job applicants to seek reasonable accommodations for a disability.
Candidate Accommodations:
Candidates for employment at USU can request a reasonable accommodation which would provide them equal access in the hiring process. To request an accommodation please reach out to one of the Accommodation Coordinators listed below.
Faculty and Staff Accommodations:
Employees of USU (regardless of full-time or part-time) can request a modification or adjustment to job duties, schedule, or work environment or other reasonable accommodations that would enable them to perform their essential job functions. To understand the accommodation request process please see the FAQ page. To begin the process please complete an accommodation request form below.
Accommodation Coordinators
Angie Clayson
Phone: (435) 797-0110
Fax: (435) 797-1816
Email: angie.clayson@usu.edu
Carson Esplin
Phone: (435) 797-0460
Fax: (435) 797-1816
Email: carson.esplin@usu.edu
Student Accommodations
Students needing ADA accommodations should contact the Disability Resource Center (DRC). The DRC is dedicated to students with disabilities by providing the opportunity for success and equal access at the Utah State University. It is the designated office at USU which evaluates disability documentation, determines eligibility, and implements reasonable accommodations for enrolled students as guided by Section 504 of the Rehabilitation Act, the Americans with Disabilities Act, and University policy.
Contact Information regarding student accommodations and submitting completed forms:
Disability Resource Center
Phone: (435) 797-2444
Fax: (435) 797-0130
Email: drc@usu.edu
Definitions
Reasonable Accommodation: USU provides reasonable accommodations to employees with disabilities to be able to fulfill the essential functions of their job and ensure equal access to employment benefits. A reasonable accommodation is one that does not cause undue hardship on the operation of the department or significant expense for the university.
Discrimination: Disability discrimination occurs when an employer or other entity covered by Title I of the Americans with Disabilities Act (ADA) (which protects private and state and local employees) or the Rehabilitation Act (which protects federal employees) treats a qualified employee or applicant unfavorably because of disability. Federal laws, state laws and university policy prohibits discrimination against race, color, religion, sex/gender, national origin, age (40 or older), disability or genetic information, and includes pregnant and parenting employees. If you believe you have been subject to discrimination, you may file a report with the Office of Equity (OOE).
Harassment: University policy prohibits sex-based harassment, including harassment-based on disability or pregnancy. Protected speech alone does not constitute sexual harassment; rather, a course of conduct must include something beyond mere expression of views, words, symbols or thoughts that a person finds offensive to be sexual harassment. To be considered sexual harassment, a course of conduct must be considered sufficiently serious that it effectively denies a person equal access to an employment or education program or activity, which is evaluated from the perspective of a reasonable person in the claimant’s position, considering all the circumstances, including the claimant’s age. If you experience this type of treatment, please contact the Office of Equity (OOE).
Retaliation: University policy prohibits anyone from retaliating against any person for making a request for an accommodation, reporting, or otherwise participating in opposing a discriminatory practice. If you experience this type of treatment, please contact the Office of Equity (OOE).