Accessibility Services: ADA Accommodations
Under the Rehabilitation Act of 1973 (Section 504), the Americans with Disabilities Act and the ADA Amendments Act of 2008 (ADAAA), Title III (Public Accommodations) and Title V (Employment), and the Hawaii Fair Employment Practice Law, Hawai‘i Pacific University does not discriminate against individuals with disabilities.
HPU will make reasonable accommodations in its policies, practices and procedures in order to: 1) allow students with disabilities to benefit from the services and facilities offered by the university and 2) employ otherwise qualified individuals with disabilities who are able to do essential tasks of specific jobs. HPU will accommodate disabilities when requested, unless to do so would impose an undue hardship or require the university to fundamentally alter the nature of its services, facilities, or programs, in accordance with applicable laws.
Eligibility
A. Students
Students who seek accommodations are required to submit documentation to verify their eligibility. The documentation must be signed by a certified physician, psychologist or other relevant professional and have been created within the last 3 years. The documentation must also include the following: 1) diagnosis of a specific physical or mental (including learning) disability and the precise recommended accommodations that are necessary and 2) reference to assessment instruments, testing procedures, or methods of evaluation that were used to create the diagnosis and recommendations.
B. Employees
Applicants or employees with disabilities are responsible for informing HPU (Office of Human Resources, 500 Ala Moana Blvd, Building 4, Suite 545; (808) 544-1188; hr@hpu.edu) that an accommodation is needed to participate in the application process, to perform the essential job functions or to receive equal benefits and privileges of employment. HPU may request documentation of those functional limitations, for which the accommodation is being requested, from a certified physician or psychologist.
Procedures
ALL STUDENT-RELATED ACADEMIC ADA INQUIRIES SHOULD BE DIRECTED TO THE ACCESSIBILITY SPECIALIST, CENTER FOR ACADEMIC SUCCESS – ACCESSIBILITY SERVICES: Waterfront Plaza, 500 Ala Moana Blvd, Building 6, 4th floor; (808)-544-1197; access@hpu.edu
1. All ADA inquiries should be directed to the Accessibility Office
2. The Accessibility Office will explain the requirements for establishing eligibility, which includes a Documentation of Eligibility Form and/or other substantiating documentation.
3. The Documentation of Eligiblity Form along with supporting documents must be submitted to the Accessibility Office prior to an accommodation decision being made.
4. Upon approval, the student will receive an ADA letter and Accessibility Services will provide an ADA letter to their current professors.
5. Students are required to notify their instructors in advance of using their ADA accommodation. For courses that are hybrid or online, students are required to communicate their ADA accommodation with their instructors, i.e. via phone or email.
6. Students are required to renew their ADA accommodations every semester.
7. During each semester, students registered with Accessibility Services are highly encouraged to keep the Office informed of their progress as well as any concerns so that they can be addressed in a timely manner.
Student Employees
ALL WORK-RELATED ADA INQUIRIES SHOULD BE DIRECTED TO THE ASSOCIATE DIRECTOR OF COMPENSATION AND BENEFITS MANAGER IN THE OFFICE OF HUMAN RESOURCES
1. All WORK-RELATED ADA notifications should be directed to the Office of Human Resources. Applicants or employees with disabilities are responsible, at their discretion, for informing HPU that an accommodation is needed to participate in the application process, to perform the essential job functions or to receive equal benefits and privileges of employment.
2. A Request for Accommodation form must be completed and submitted to the Office of Human Resources for consideration and approval of the accommodation. HPU may request certified documentation of those functional limitations for which the accommodation is being requested from a certified physician or psychologist.
3. Once an individual with a disability has requested provision of an accommodation, effort will be made to determine an appropriate and reasonable accommodation. The review and analysis may include: job analysis (to determine essential functions and marginal functions), consultation with the disabled individual (to identify potential accommodations) and selection of the accommodation (based on effectiveness, ease of implementation and cost). Each accommodation request is considered on a case-by-case basis.