UCSC -EEO/AA

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Policies Covering Disabilities in Employment

Campus policy regarding nondiscrimination for persons with disabilities is found in the UCSC Nondiscrimination and Affirmative Action Policy Regarding Academic and Staff Employment.

The policy covering nondiscrimination for persons with disabilities covers employment actions that include:

Recruitment, advertising, and the processing of applications for employment;
Hiring, upgrading, promotion, award of tenure, demotion, transfer, layoff, termination, right of return from layoff, and rehiring;
Rates of pay or any other form of compensation, and changes in compensation;
Job assignments, job classifications, organizational structures, position descriptions, lines of progression, and seniority lists;
Leaves of absence, sick leave, or any other leave;
Fringe benefits (e.g. health insurance) available by virtue of employment, whether administered by the employer or not;
Selection and financial support for training, including apprenticeships, professional meetings, conferences, and other related activities, and selection for leave of absence to pursue training; and
Other employer-sponsored activities, including social or recreational programs.

Procedures Used for Accommodating People with Disabilities

For Staff Employees
http://shr.ucsc.edu/shr-procedures/section-e/e3.pdf

For Academic Employees
http://www2.ucsc.edu/ahr/academic_policies_and_procedures/
cappm/024000.htm

Prohibition Against Retaliation
The ADA also prohibits retaliation against any person who charges discrimination on the basis of disability.

Affirmative Action
As a Federal contractor, UCSC is obligated to take affirmative action to recruit, hire, and advance people with disabilities, including veterans. However, this does not include setting numerical hiring goals for people with disabilities but rather taking affirmative action (e.g. outreach, processes based on equal opportunity) in all aspects of the hiring process.

Confidentiality
The ADA and FEHA require that information about disabilities be kept strictly confidential, with the "need to know" limited to supervisors (when workplace accommodation is requested), medical personnel, emergency personnel, and some human resources/affirmative action staff.