Americans with Disabilities Act (ADA) Workplace Accommodations at Marquette

Marquette University complies with the letter and the spirit of the Americans with Disabilities Act of 1990, not only in its hiring and employment practices, but also in all other provisions of the Act, including public access. The ADA prohibits employment discrimination against “qualified individuals with disabilities.” Such an individual is defined as a person who meets the skill, experience, education, and other job-related requirements of a position held or desired, and who, with or without reasonable accommodation, can perform the essential functions of a job. The ADA defines a person with a disability as 1) a person who has a physical or mental impairment that substantially limits one or more of his/her major life activities, 2) a person who has a record or history of such an impairment, and/or 3) a person who is regarded by others as having such an impairment.

In the case of communicable diseases such as the Acquired Immune Deficiency Syndrome (AIDS), Hepatitis, Tuberculosis, etc., the university’s response and responsibility will be consistent with the spirit and letter of the Americans with Disabilities Act. The mere diagnosis of a communicable disease is not, in itself, a basis for the exclusion or dismissal of an employee. Nor will verbal and/or physical harassment of individuals so infected, or suspected of being infected, be tolerated. The university will afford every right and reasonable accommodation under the law to those employees infected by a communicable disease, while at the same time adhering to prescribed health and safety guidelines for such diseases in order to assure and guarantee the rights of all members of the Marquette community.

It is the policy of the university to make a good faith effort to provide any “reasonable accommodation” necessary to ensure that an otherwise qualified individual may enjoy an equal employment opportunity. Examples of reasonable accommodation include job restructuring, job sharing, modified work schedules, ergonomic modifications or special equipment. For specific information and guidance on reporting a disability or requesting a reasonable work accommodation, employees should contact the Department of Human Resources.