ADA Furniture AccommodationsThe College's Commitment to Access
Glendale Community College does not discriminate with regard to religion, race, color, sex, age or disability.
GCC is committed to the philosophy of non-discrimination for individuals with disabilities and ensures that all programs and activities of the College are in compliance with Section 504 of the Rehabilitation Act of 1973, as amended, and the Americans with Disabilities Act (ADA) of 1990. To ensure compliance with these laws, the Procurement Department has established a process designated to provide reasonable accommodations and support services regarding furniture. Our office will work closely with all college departments and support functions to provide creative and reasonable solutions to problems faced by individuals with disabilities.
Examples of Disabilities Supported
Listed below are examples of disabilities and the reasonable accommodations that may be available for such disabilities.
An "individual with a disability" is someone with a physical or mental impairment that substantially limits one or more major life activities as defined by the ADA and Section 504 of the Rehabilitation Act. A person is considered to be a person with a disability if he/she has the disability, has a record of the disability, or is regarded as having the disability.
- "Physical or mental impairment" means any physiological disorder or condition, cosmetic disfigurement, or anatomical loss affecting one or more of the following body systems: neurological, musculoskeletal, special sense organs, respiratory (including speech organs), cardiovascular, reproductive, digestive, genito-urinary, hemic and lymphatic, skin and endocrine; "mental impairment" means any psychological disorder, such as mental retardation, organic brain syndrome, emotional or mental illness, and specific learning disabilities.
- "Substantially limits" means unable to perform a major life activity or significantly restricted as to the condition, manner, or duration under which a major life activity can be performed, in comparison to the average person or to most people; the availability of some mitigating measure (such as a hearing aid for someone with a hearing loss that brings hearing acuity within normal limits) is not to be considered when determining if the disability substantially limits the individual.
- "Major life activity" means functions such as caring for oneself, performing manual tasks, walking, seeing, hearing, speaking, breathing, learning, and working.
Employee Furniture Accommodation Process
When an employee wishes to request an accommodation of a disability under the Americans with Disabilities Act, the following process will be used.
- The employee is referred to Employee Relations when requesting an accommodation to perform his/her job. Contact Judy Castellanos for packet information.
- Employee Relations will send the employee the ADA accommodation paperwork to be completed by a physician. The physician is required to give a detailed explanation of what specific equipment/changes are needed for the accommodation.
- Once the completed paperwork is received, Employee Relations will review the information and determine, with assistance of the Legal Services department, if the employee is qualified as disabled under the ADA guidelines.
- Once the paperwork is reviewed and it is (a) determined that the employee is covered under ADA and (b) the amount of the equipment/furniture needed is under $1,000.00, the college/district unit will need to cover the cost of these accommodations.
- Contact Furnishings Management at (623) 845-3700.
- Each point will be discussed in detail by all parties in order to:
1. clearly understand the situation caused by the disability
2. generate a list of possible accommodations which is as inclusive as possible, an
3. identify areas of concern where more information is needed.
- If it is (a) determined that the employee is covered under ADA and (b) the amount of the equipment/furniture/software is over $1,000.00, Facilities personnel ( Arlen Solochek and Shelley Randall) will be notified via e-mail of the specific request made by the physician as to the accommodations needed (such as chair, work station, etc.).
- If it is determined that the employee is NOT covered under ADA, Employee Relations will notify the college. It is up to the college as to whether to provide some or all of the requested equipment/furniture or not. The employee will be asked to confirm the accommodation offer via e-mail, signaling his/her acceptance of it. This information will become part of the employee personnel record maintained by Human Resources.
References & Related Sites
- GCC Disability Services and Resources
- Maricopans with Disabilities
- The Rights of Employees with Disabilities
Supreme Court Narrows Scope of ADA Disabilities
(In Brief - A Publication of the Legal Services Department)
- ADA Home Page
- Americans with Disabilities Act of 1990
- Facts About the Americans with Disabilities Act
Nondiscrimination in Higher Education: What's the Law
(PDF Download - NETAC Teacher Tipsheet)
ADA Furniture Requests
Complete the Work Order Request Form to initiate a request.