University Policy 6.13
Accommodations for Faculty and Staff

Policy Introduction

This policy outlines Cornell University’s commitment to providing reasonable accommodations to the following qualified faculty and staff: individuals with a disability, individuals experiencing pregnancy or pregnancy-related conditions, and individuals with sincerely held religious beliefs. In further compliance with federal, state, and local laws and regulations, this policy prohibits discrimination, harassment, or retaliation against faculty and staff exercising their rights to reasonable accommodation. The university has established accompanying procedures to evaluate requests for reasonable workplace accommodations. 

To Whom This Policy Applies

This policy applies to all Cornell University employees and applicants for employment. Cornell University includes Weill Cornell Medicine (WCM) as well as all other Cornell locations.

1.0 Policy Principles

1.1 Nondiscrimination: 

The university is committed to diversity, inclusion, and nondiscrimination, and consistent with its values, will provide reasonable accommodations as appropriate to its employees, including individuals with disabilities, individuals experiencing pregnancy and/or related conditions, and individuals with sincerely held religious beliefs.

1.2 Protection Against Retaliation: 

The university is committed to protecting individuals from retaliation arising from engagement in any part of the accommodations process which includes submitting a request, utilizing an approved reasonable accommodation, reporting related discrimination and participating in related proceedings. Retaliation is prohibited under Policy 6.4.

1.3 Confidentiality of Medical Records and Information: 

Materials related to an employee’s disability, including the request for accommodation and any medical information, must be placed in a separate employee medical file. This file should be held in a secure location. HR representatives, supervisors, unit heads and others in similar roles who receive confidential medical records should keep those records in a location distinct from the employee’s other employment records. In addition, if they receive information regarding an employee’s disability, they must not share that information other than as required to implement the accommodation.

2.0 Responsibilities

2.1 Responsible Offices

Office of Institutional Equity and Title IX (OIETIX): Facilitates the interactive process for accommodation requests and issues determinations on behalf of the University for Cornell faculty and staff on the Ithaca and affiliated campuses, to include Cornell Tech and Geneva.

Weill Cornell Medicine Human Resources: Facilitates the cooperative dialogue for disability accommodation requests and issues determinations for faculty and staff employed at Weill Cornell Medicine.

Weill Cornell Medicine Office of Institutional Equity (WCM OIE): Facilitates the religious accommodation process for faculty and staff employed at Weill Cornell Medicine.

2.2 University Management

Local Human Resources Representatives (at all colleges and units except WCM): Refer faculty and staff members who request accommodations related to disability, religion, or pregnancy and pregnancy-related conditions to OIETIX. Provide ongoing assistance to faculty and staff members, supervisors, and unit heads regarding accommodations.

Supervisor or Unit Head (at all colleges and units except WCM): Immediately notify OIETIX of any accommodation request related to disability, religion, or pregnancy or pregnancy-related conditions received from a faculty or staff member. Provide a job description, other information about the essential functions of a job, and information about the reasonableness of an accommodation, as requested. Implement reasonable accommodations as determined by OIETIX. Preserve the confidentiality of the faculty or staff member who has requested accommodations except where necessary for implementing the accommodation.

Weill Cornell Medicine Human Resources: Refer faculty and staff members who request disability accommodations to the WCM HR Employee Relations Team and/or the HR Solutions Center. Refer faculty and staff members who request religious accommodations to WCM’s OIE. Provide ongoing assistance to faculty and staff members, supervisors, managers, and department leaders regarding accommodations.

Weill Cornell Medicine Supervisor: Immediately notify WCM OIE of any requests received for religious accommodations or WCM Human Resources of any requests received for disability accommodations from a faculty or staff member. Provide a job description, other information about the essential functions of a job, and information about the reasonableness of an accommodation, as requested. If approved, implement reasonable accommodations as determined by WCM OIE or WCM Human Resources. Preserve the confidentiality of the faculty or staff member who has requested accommodations except where necessary for implementing the accommodation.

2.3 Individuals

Individual (faculty or staff member seeking accommodation at all locations except WCM): Contact OIETIX to initiate requests for any disability, pregnancy, or religious-related workplace accommodation and engage in the accommodations request process.

Individual (WCM faculty or staff member seeking accommodation): Contact the WCM HR Employee Relations office at WCM to initiate requests for disability or pregnancy related workplace accommodation requests. Contact WCM OIE to initiate requests for any religious-related workplace accommodation and engage in the cooperative dialogue process.

3.0 How to Report a Concern of Prohibited Conduct

Concerns arising out of all colleges and units except WCM, can be reported through the University Guardian Reporting form. Concerns can also be reported in person in Day Hall, Suite 500, via phone or fax (607) 255-2242, or by email to equity@cornell.edu.

Concerns arising out of WCM can be reported directly to WCM OIE at 575 Lexington Ave., 6th Floor, New York, NY 10022, via phone (718) 619-5527, by email at equity@med.cornell.edu, or via the Complaint of Discrimination, Harassment, and/or Retaliation Form.

The Cornell Ethics and Compliance Hotline is the primary mechanism to confidentially or anonymously report ethics, integrity, or compliance concerns to the University.

Other reporting options are also available.

4.0 Record Retention

Records associated with this policy shall be maintained by the OIETIX and/or WCM Human Resources. Records issued by OIETIX and/or WCM Human Resources (such as accommodation determination letters) to local colleges or units should be maintained in separate employee medical file. Records shall be retained or disposed of in accordance with University Policy 4.7, Retention of University Records.

5.0 Compliance

University Compliance, University Audit, and others may audit or investigate university practices to assess compliance with this policy. Employee non-compliance with university policies is addressed in accordance with applicable policies and procedures and is subject to progressive disciplinary action up to and including termination. For example, a supervisor’s refusal to implement an approved reasonable accommodation may be subject to disciplinary action.

6.0 Related Resources

6.1 Policy 6.13 Procedures

6.2 University Policies and Documents

7.0 Definitions

8.0 Responsible Office and Policy Administration

9.0 Responsible Executive

10.0 Revision History