Appendices

Worker's Compensation

Note that this information also applies to faculty.

In compliance with state law, the University carries worker's compensation insurance for all employees for injuries and illnesses incurred on the job.

Procedures for Reporting On-the-Job Injury/Illness

• An on-the-job accident, injury or serious near-miss must be reported immediately to the supervisor. Failure to do so can result in the employee's claim being delayed or denied. The supervisor notifies Campus Public Safety, which investigates the accident and arranges for professional medical assistance, if needed.
• The employee is sent to a medical provider if professional medical assistance is needed.
• The employee will be asked to complete Form F242-130-000 (Report of Accident or “ROA”) and their physician will return it to HR for further processing.
• The employee must report to work no later than the next scheduled workday if the employee's physician releases the employee to return to work for temporary, light duty, part-time or regular duties. The employee must inform their supervisor about the health condition and any physical restrictions. If the physician determines that the employee is unable to perform any kind of work, it is the employee's responsibility to inform HR of the health condition. HR will follow-up, as appropriate.
• The employee must call the supervisor at a predetermined time to report their status if they are off work for more than three (3) calendar days. The employee must call in weekly until they are able to return to work. The employee may be required to take certain forms to the physician on follow-up appointments and must return the completed forms to the supervisor.
• Any bills and any questions about claims are directed to the State of Washington, Department of L&I.

Procedures for Documenting Time Loss

• When an employee sustains a job-related disability and the period of disability extends from the fourth (4th) workday, worker's compensation benefits will be paid by the Department of Labor and Industry (L & I). An employee can use sick leave for the first three (3) days of a job-related injury or illness.
• The Department of L & I will begin payments based on family status and the employee's regular rate of pay if the job-related disability exceeds four (4) days but is less than fourteen (14) days.
• The Department of L & I will pay retroactive benefits for the first four (4) days of initial disability if the job-related disability exceeds fourteen (14) days. The employee is responsible for reimbursing the University any payments from the Department of L & I if the University has already made payments through the sick leave benefit.
• The University pays the employee for the balance of the day on which the injury occurs, even if the employee does not return to work.

Note that this information also applies to faculty.

The Employee Retirement Income Security Act of 1974 (ERISA) is a federal law that covers the following University plans: health care, life insurance, disability insurance, and the retirement plan. An employee is entitled to review and receive information about the University's plans (see Policies 903 through 909 for plan outlines). Plan information is provided to employees in their benefits information packet.

ERISA ensures that employees receive benefits promised by their employers and that tax-favored pension plans do not favor the highest-paid employees in the way benefits are provided.

ERISA imposes duties on the people who are responsible for the operation of the employee benefit plans and creates rights for plan participants. The administrators of the employee plan, called "fiduciaries" of the plan, have a duty to do so prudently and in the interest of employees and other plan participants and beneficiaries. No one, including an employer, may fire employees or otherwise discriminate against employees in any way to prevent them from obtaining welfare benefits or exercising their rights under ERISA. If an employee's claims for welfare benefits are denied in whole or in part, the employee must receive a written explanation of the reasons for the denials. Employees have the right to have the plan reviewed and reconsidered, in light of their claims.

There are steps employees can take to enforce their ERISA rights. For instance, if an employee requests materials from the plan and does not receive them within thirty (30) days, they may file suit in a federal court. In such a case, the court may require the Plan Administrator to provide the materials and pay employees up to $100 a day until the materials are received unless the materials were not sent because of reasons beyond the control of the Plan Administrator.

Employees may file suit in a state or federal court if they have a claim for benefits that is in whole or in part denied or ignored. Employees may seek assistance from the U.S. Department of Labor or they may file suit in a federal court if plan fiduciaries misuse the plan's money, or if employees are discriminated against for asserting their rights. The court decides who should pay court costs and legal fees. The court may order the person being sued to pay these costs and fees if employees are successful. If employees lose, the court may order them to pay these costs and fees. Employees should contact the nearest area office of the U. S. Department of Labor with any questions about the plan.

ERISA provides that all plan participants are entitled to:

• Examine without charge all plan documents at the Plan Administrator's office. This includes insurance contracts and copies of all documents filed by the plan with the U. S. Department of Labor, such as detailed annual reports and plan descriptions.
• Obtain copies of all plan documents and other plan information on written request to the Plan Administrator; the Plan Administrator may charge a reasonable amount for the copies.
• Receive a summary of the plan's annual financial report (the Plan Administrator is required by law to furnish each participant with a copy of this annual report summary)

Sexual Harassment

Note that this information also applies to faculty.

Definition of Sexual Harassment

Sexual harassment, whether between people of different sexes or the same sex includes, but is not limited to, unwelcome sexual advances, requests for sexual favors, and other behavior of a sexual nature when:

• Submission to such conduct is made implicitly or explicitly a term or condition of an individual's employment or participation in an educational program;
• Submission to or rejection of such conduct by an individual is used as the basis for personnel decisions or for academic evaluation or advancement; and/or
• Such conduct has the purpose or effect of unreasonably interfering with an individual's work or academic performance or creates an intimidating, hostile, or offensive working or educational environment.

Examples of Conduct That May Constitute Sexual Harassment

Conduct and behaviors prohibited by the University's Sexual Harassment Policy include, but are not limited to:

• Physical assault;
• Direct or implied suggestions that submission to or rejection of sexual advances is a condition of or affect decisions regarding such matters as an individual's employment, promotion, work assignments or status, salary, academic standing, grades, receipt of financial aid, or letters of recommendation;
• Direct propositions of a sexual nature and/or subtle pressure for sexual activity that are unwanted and that unreasonably interfere with a person's work or academic environment;
• A pattern of conduct (not legitimately related to the subject matter of a course) that causes discomfort or embarrassment, including:
  • Verbal or written comments of a sexual nature;
  • Sexually explicit statements, questions, jokes, or anecdotes;
  • Touching, patting, hugging, brushing against a person's body, or repeated or unwanted staring;
  • Remarks about sexual activity, experience, or orientation;
  • Remarks of a sexual nature about an individual's body, clothing, or physical appearance; and/or
  • Display of inappropriate sexually oriented materials in a location where others can see it: when such conduct, comments, actions, or materials unreasonably interfere with a person's work or academic environment;
• Intentionally making performance of the employee's job or student's academic work more difficult because of that employee's sex or sexual orientation; and/or
• Preferential treatment or promises of preferential treatment for submitting to sexual conduct.

Special note: Physical assaults of a sexual nature, or attempts to commit these acts, are forms of unlawful harassment and are criminal acts under the Washington law. Incidents of this nature should be reported to Campus Public Safety and/or the police.

Retaliation

Individuals who report a complaint of alleged sexual harassment may not be reprimanded or discriminated against in any way for initiating an inquiry or complaint in good faith. Further, the laws pertaining to sexual harassment make it unlawful to retaliate or to take reprisal in any way against anyone who has articulated a concern about sexual harassment or has participated or cooperated in the investigation of a complaint.

Consensual Relationships

Relationships that might be appropriate in other circumstances have inherent dangers when they occur between any employee and their supervisor. These relationships are unethical and unprofessional and are therefore prohibited by the University.

• A supervisor can have a decisive influence on a staff member's career at the University through wage increases, promotion, and the like. Although sexual harassment most often occurs in situations of power differential between the persons involved, the University recognizes that sexual harassment may occur between persons of the same University status.
• No person involved in a consensual relationship shall have direct responsibility for evaluating the employment or for making decisions regarding the promotion or compensation of the other party to the relationship. If an allegation of sexual harassment occurs, the University is less sympathetic to a defense based on consent when the facts establish that a professional power differential existed within the relationship. These relationships are subject to concerns about the validity of consent, conflicts of interest, and unfair treatment of other employees. These relationships undermine the atmosphere of trust essential to the employment relationship.
• A romantic or amorous relationship between a member of the faculty and a student for whom the faculty member has instructional, advising, or other professional responsibility is unethical and unprofessional and, therefore, is prohibited. This judgment arises from the recognition that in the faculty-student relationship there is always an element of superiority or power. Faculty members have a professional responsibility not to abuse the power with which they are entrusted because of their faculty position. A romantic or amorous relationship between a faculty member and a student readily creates the impression of favoritism or preferential treatment and thus may adversely affect other students. Such conduct by a faculty member is not simply a personal matter; it is also a matter of institutional concern and responsibility. The oversight of this policy rests with the deans and the Provost.
• A romantic or amorous relationship between a staff member and a student for whom the staff member has instructional, advising, or other professional responsibility is unethical and unprofessional and, therefore, is prohibited. This judgment arises from the recognition that in the staff-student relationship there is always an element of superiority or power. Staff members have a professional responsibility not to abuse the power with which they are entrusted because of their staff position. A romantic or amorous relationship between a staff member and a student readily creates the impression of favoritism or preferential treatment and thus may adversely affect other students. Such conduct by a staff member is not simply a personal matter; it is also a matter of institutional concern and responsibility. The oversight of this policy rests with the area Vice President and the Provost.

Responsibilities

• University administrators, deans, department heads, and supervisors have the responsibility of preventing and eliminating sexual harassment within the areas they oversee.
• If administrators, deans, department heads, or supervisors know sexual harassment is occurring, receive a complaint of sexual harassment, or obtain other information indicating possible sexual harassment, they should take prompt action to ensure the matter is addressed, even if the problem or alleged problems is not within their area of oversight. Faculty members likewise, should inform an appropriate administrator if they have reason to believe sexual harassment is occurring.

University Resources for Students & Employees

All employees of the University have a number of resources available to discuss sexual harassment concerns or questions. Available resources include, but are not limited to:

• Assistant Vice President for Institutional Equity (AVP for IE/EOO)
• Student Counseling Center
• Office of the Vice President for Student Development
• Wismer Women's Center
• Campus Ministry Office

These resources afford an employee the opportunity to discuss a concern or situation and the available options. These resources also offer employees the opportunity to gain information about the University's formal sexual harassment complaint procedures.

Education and Training

Educational efforts are essential to sustain a University environment that is as free as possible of sexual harassment, that fosters respect for all individuals, and that observes high standards of conduct in consensual relationships. The primary goals to be achieved through education include:

• Ensuring that all individuals are aware of their rights;
• Notifying individuals of prohibited behaviors;
• Informing parties of the proper way to address complaints of violations of this policy; and
• Maintaining a community awareness of the problems this policy addresses.

The AVP for IE/EOO arranges regular training sessions for employees about prevention of sexual harassment. The intent of this training is to maintain an academic and work environment free of harassment. An environment that is free from sexual harassment provides for the opportunity for each to reach her potential in the performance of her educational pursuits or assigned position. A sexual harassment pamphlet is published and distributed to the University community on a regular basis. A copy is provided to every employee on hire and available in appropriate campus centers and offices. A copy of the University's sexual harassment policy is placed in the Faculty Handbook as a reference for faculty members. A copy of this policy is readily available in campus centers and offices and is also posted at the University's internal and external web sites.

A letter is issued annually from the Office of the AVP for IE/EOO to the campus community, reminding employees and students of the contents of the University's sexual harassment policy.

Filing a Complaint of Sexual Harassment

• Direct reporting of alleged harassment by offended party: Any employee or student may make a formal report of alleged sexual harassment to the AVP of IE/EEO. If the complaint involves the Office of the AVP of IE/EEO, the complainant believes that the AVP of IE/EEO may have a conflict in the matter, or if for any reason the individual is uncomfortable coming to the AVP of IE/EEO, the reporting can be directed to the Executive Vice President. The respective Vice President and dean are notified of the receipt of a complaint.
• Reporting by administrators, deans, department heads and supervisors: An individual in a leadership position with personal knowledge that sexual harassment is occurring, or who receives a complaint of sexual harassment or obtains other information indicating possible sexual harassment, should take prompt action to document the matter and report it to the AVP of IE/EEO.
• Reporting by faculty members: Any faculty member with personal knowledge that sexual harassment is occurring, or who receives a complaint of alleged sexual harassment or obtains other information indicating possible sexual harassment, should document that information and provide it to his respective department chair or dean, or report the matter directly to the AVP of IE/EEO.

In many instances, informal discussion can be useful in resolving perceived instances of harassment or unprofessional conduct. Problems are sometimes easier to resolve when an informal atmosphere encourages people to identify the difficulty, talk it out, and agree on how to deal with it. Even where a formal complaint may have been submitted, the VP for HR/EOO can often assist an individual in bringing about an informal satisfactory resolution without a formal investigation. The University retains the right to investigate or address concerns even without a formal complaint or to initiate an investigation of its own volition.

Investigation Procedures

• The nature and the scope of the formal investigation depends in part on the nature of the complaint.
• The AVP of IE/EEO documents all of the details as reported by the complainant.
• In investigating a formal complaint of alleged sexual harassment, every possible effort shall be made to ensure the confidentiality of both the complainant and the alleged offending party.
• The AVP of IE/EEO conducts an investigation and gathers necessary information to establish whether there is a reasonable basis for believing that the alleged violation of this policy has occurred.
• This investigation includes an interview with the alleged offending party, wherein they are informed of the nature of the complaint, the identity of the complainant, and the reported information surrounding the allegation. The investigation affords the alleged harasser the full opportunity to respond to the allegations.
• In conducting the investigation, the AVP of IE/EEO may interview and/or obtain written statements from other persons believed to have pertinent factual knowledge.

Complaint Resolution and Corrective Action

• Every complaint of sexual harassment is considered on its own merits. Based on the merits of the complaint and the findings, the University takes whatever corrective/disciplinary action it considers appropriate.
• Where sexual harassment is found, steps are taken to assure the harassment stops immediately. AVP of IE/EEO monitors corrective action to assure compliance.
• Possible outcomes of the investigation are: (a) an informal resolution of the complaint, (b) a determination that the allegations are not warranted or cannot be substantiated; (c) a negotiated resolution of the complaint; or (d) institution of formal corrective action or discipline, as described in item "e." below.
• Findings of sexual harassment: If the AVP of IE/EEO concludes that there is a reasonable basis for believing that the alleged violation of this policy has occurred appropriate corrective action is recommended. Such action may include, but is not limited to, any of the following: reprimand, suspension, transfer, dismissal, or termination. The University may require an individual to be counseled in appropriate behaviors and the University reserves the right to require training in appropriate behaviors.
• Except as specifically modified by other provisions of this policy, formal disciplinary and corrective action involving allegations of:
  • Violations of this policy by faculty members are the responsibility of the Provost and are governed by the University's Faculty Handbook.
  • Violations of this policy by staff members are the responsibility of the appropriate Vice President and are governed by University policies and procedure for discipline and dismissal of staff. 

Appeal of Determination of the Complaint

If either party is not satisfied with the resolution or determination of the complaint, that party may file a written appeal with the AVP of IE/EEO or the Executive Vice President. The appeal must be filed within ten (10) working days of the determination. AVP of IE/EEO or the Executive Vice president makes a decision on the appeal of the determination within thirty (30) days of receipt, and notifies the parties in writing of that final determination.

Appeal of Corrective Action or Discipline

An appeal to corrective action or discipline on the basis of sexual harassment is handled according to the applicable procedures outlined above. In addition to internal disciplinary procedures, certain matters may be referred for legal action (either civil or criminal) by either the complainant or the University.

Protection of all Involved Individuals

To the extent that it is practical, the complainant and the alleged offender are informed of steps taken during the investigation.

• All reasonable action is taken to assure that the complainant, the alleged offender and those participating in the complaint or investigative process suffer no retaliation as a result of their involvement in the process.
• At the time an investigation begins, whether as part of an informal procedure or a formal procedure, the accused is informed of the allegations, the identity of the complainant, and the facts surrounding the allegations. In an informal procedure, however, the identity of the complainant may be kept confidential if, in the judgment of the VP for HR/EOO, doing so is in the best interest of the complainant and does not hamper the ability of the accused to respond to the allegations.

Sanctions for a False Complaint

A complainant who is intentionally dishonest in making an allegation of sexual harassment, or who makes a complaint maliciously, is subject to University disciplinary procedures, according to applicable disciplinary guidelines (Faculty Handbook, University policies, or student policies.) Reasonable steps may also be taken to restore the reputation of the accused if it was damaged.

Sexual Harassment Complaints Filed with External Agencies

The University's intention is that through these procedures any complaints are resolved internally except where criminal activity is involved. An aggrieved individual may also file a complaint with federal and state agencies, such as:

Washington State Human Rights Commission

Melbourne Tower, #291

1511 Third Avenue

Seattle, WA 98101

(206) 464-6500

U.S. Department of Labor

Office of Federal Contract

Compliance Programs

300 5th Ave

Suite 1100

Seattle, WA 98104

(800) 397-6251

U.S. Department of Education

Office for Civil Rights

915 Second Avenue, Room 3310

Seattle, WA 98174

(206) 220-7900

Equal Employment Opportunity Commission

Federal Office Bldg.

909 First Avenue, #400

Seattle, WA 98104-1061

(206) 220-6883

Individuals who witness or are the victim of a sexual assault or related criminal activity should report the matter to Campus Public Safety or the Seattle Police Department.

Animals on Campus

Note that this policy also applies to faculty.

The University recognizes the important role animals can play in the lives of employees and students. At the same time, certain animals are not suitable companions to bring on campus, and there are people who have fears or allergies associated with certain animals. Therefore, no animals, with the exception of service dogs and animals being used for instructional purposes, are allowed in campus buildings during hours of instruction or normal business operations. Any exceptions to this policy must be approved by the vice president/provost responsible for the operational area where a person seeks to have an animal inside campus buildings.

Definitions

For the purposes of the policy, the following definitions apply:

• dog owner - anyone who brings a dog to campus
• dog - a domesticated dog
• service dog - any guide dog, signal dog, or other dog individually trained to provide assistance to an individual with a disability (as defined by applicable laws and regulations)
• demonstration animal - an animal used by faculty members for teaching purposes (procedures governing the use of lab animals on University property are addressed by the Animal Usage Committee or other appropriate offices and committees).

Animals on Campus and in Work Areas

No animal other than a dog, a service dog, or a demonstration animal may be on university property at any time. No dogs, except service dogs, are permitted in classroom buildings during hours of instruction or normal business operations. If a vice president/provost has approved the presence of a dog in a work area during hours of instruction or normal business operations, the dog owner must post a sign in the office area stating that a dog is present. At no time are dogs, except for service dogs, permitted in food service areas such as the Sidebar, the Bottom Line, or the Cherry Street Market. Employees are permitted to have in their work area fish in aquariums holding 10 gallons of water or less.

Animals in Residence Halls

The University's Student Handbook, Guide to Residence Hall Living, and related residence life policies govern the presence of animals in University housing.

Areas of Campus Where an When Dogs and Demonstration Animals Are Allowed Without Prior Approval

• Service dogs are authorized throughout campus at all times.
• Dogs are allowed outdoors on the University's property at all times, subject to the requirements of Series 900.
• Dogs are allowed in work areas or campus buildings at times other than hours of instruction or normal business operations, subject to the requirements of Series 900.
• Faculty members may take demonstration animals into classrooms and instructional facilities only for teaching purposes.

Dog Owner's Responsibilities

Whenever a dog is on the University's campus in accordance with this policy, the dog must be kept on a leash at all times. The dog owner is responsible for caring for the dog, ensuring the safe and responsible behavior of the dog, and preventing the dog from chasing squirrels, birds, or other wildlife on campus. The dog owner is also responsible for cleaning up all messes the dog may make, including properly disposing of waste the dog leaves in outdoor areas of campus (this does not apply to service dogs and their owners).

Complaint Resolution

When a concern is raised about an animal on campus, employees and students are encouraged to inform the person with the animal about the university's policy. If a concern is not resolved, employees should consult their immediate supervisor or Human Resources, and students should consult Student Development. Human Resources and Student Development have the authority to make final determinations about individual cases.

Information and Questions

Questions about this policy should be directed to Human Resources at ext. 5870. Questions about animals in university housing should be directed to Residence Life and Housing at ext. 6305. Students with questions about animals in other campus buildings should contact Student Development at ext. 6066. Questions about proper cleanup of indoor dog messes should be directed to Campus Support Services at ext. 2639.

Hover Boards on Campus

Note that this policy also applies to faculty.

It is the policy of Seattle University to prohibit the use, possession or storage of hover boards or similar electronic self-balancing skateboards or scooters on real property owned or controlled by the University.

This policy shall apply to all persons present on or in real property owned or controlled by the University. Real property owned or controlled by the University includes all buildings, classrooms, laboratories, clinics, venues, parking areas, sidewalks, housing facilities, outbuildings, common areas, and all other real estate under the control of the University, including without limitation all such real property owned by or leased, rented, or licensed to the University.

Definitions

For the purposes of the policy, the following definitions apply:

Hover boards or similar electronic self-balancing skateboards or scooters are defined as a type of portable, rechargeable battery-powered scooter. They typically consist of two wheels arranged side-by-side, with two small platforms between the wheels, on which the rider stands.  The device is controlled by the rider’s feet.

Information and Questions

Questions about this policy should be directed to Human Resources at ext. 5870.

Section 504/ADA Policy and Appeal Procedure

Note that this policy also applies to faculty.

Section 504/ADA Policy and Appeal Procedure

It is the policy of Seattle University that no qualified person shall, on the basis of disability, be excluded from participation in, be denied the benefits of, or be subject to discrimination in any job, facility, program or activity provided by the University. Discrimination against a qualified person with a disability undermines the mission and values of the University and affects the careers, educational experience, and well-being of students, staff, administrators, and faculty. Each and every member of the University community has the responsibility to ensure that this policy becomes a functional part of the daily activities at the University.

Summary of Applicable Law and Regulations

Section 504: The Rehabilitation Act

Section 504 of the Rehabilitation Act provides: "No otherwise qualified individual with handicaps in the United States . . . shall, solely by reason of her handicap, be excluded from the participation in, be denied the benefits of, or be subjected to discrimination under any program or activity receiving Federal financial assistance." 29 U.S.C. § 794.

The Section 504 compliance standards apply to the following categories of University programs or activities: (1) admissions and recruitment; (2) treatment of students; (3) academic adjustments; (4) housing; (5) financial and employment assistance to students; and (6) nonacademic services. 34 C.F.R §§ 104.41-104.47.

Section 503: The Rehabilitation Act

Section 503 of the Rehabilitation Act prohibits discrimination against qualified handicapped employees working on federal contracts. It also requires institutions holding federal contracts to take deliberate action to hire and promote known handicapped individuals.

The Americans With Disabilities Act ("ADA")

The ADA provides a comprehensive statutory and regulatory approach to eliminating discrimination against qualified persons with disabilities.

Title I of the ADA applies to employment. Any "qualified individual with a disability" is entitled to reasonable accommodation under the ADA, provided the individual, "with or without reasonable accommodation, can perform the essential functions of the employment position that such individual holds or desires," (42 U.S.C. § 12111(8)), and provided that the accommodation does not create an "undue hardship" for the employer. 42 U.S.C. § 12111(10)(A).

Title III of the ADA applies to public accommodations and services operated by private entities such as the University. The general rules of Title III provide: "No individual shall be discriminated against on the basis of disability in the full and equal enjoyment of the goods, services, facilities, privileges, advantages, or accommodations of any place of public accommodation by any person who owns, leases, or operates a place of public accommodation." 42 U.S.C. § 12182(a).

Qualified Individual With a Disability

The regulations issued by the U.S. Department of Education and under the ADA broadly define a person with a disability as any person who: (1) has a physical or mental impairment that substantially limits one or more of the major life activities, including among others, walking, caring for oneself, performing manual tasks, seeing, hearing, speaking, breathing, and working; (2) has a record of a disability; or (3) is perceived to be disabled.

In the case of employment, to be "qualified" a person with a disability must meet the legitimate job requirements and be capable of performing the essential functions of the job in question, with or without reasonable accommodation. In the case of services, extracurricular activities, and academic programs, a qualified individual with a disability is one who meets the essential eligibility or technical requirements for the receipt of services or for participation in the program or activity, with or without reasonable modifications to rules, policies, practices, or the provision of auxiliary aids and services.

Important Note: Section 504 and the ADA do not require the University to make academic adjustments or program modifications that are essential to the program of instruction or that fundamentally alter the nature of the program, goods, or services, or that create an undue burden for the University. In addition, the University will not provide attendants, individually prescribed devices, readers for personal use or study, or other devices or services of a personal nature.

Procedures for Requesting Accommodation

The University will respond to and evaluate all requests to make a reasonable accommodation, modification or adjustment in University facilities, programs, policies, jobs, services and activities to ensure equal opportunity for qualified individuals with disabilities. The "qualified individual" criterion and the "reasonable accommodations" requirement are interrelated. Therefore, each request for accommodation will be assessed individually, based on relevant circumstances and factors. It is the responsibility of the individual seeking an accommodation to identify the disability and to provide documentation of the disability at his own expense. The documentation must be fairly recent, must come from an appropriate expert, and must be sufficiently comprehensive.

Any person with a disability who seeks a reasonable accommodation in connection with employment, or who is seeking an academic adjustment, program modification, barrier removal, facilities access, auxiliary aids and services, or other modification or assistance under the ADA or Sections 503/504, is encouraged to seek assistance as outlined below:

Accommodations Relating to Student Academic or Educational Programs

A student seeking an academic adjustment, or an auxiliary aid, accommodation, or modification relating to the student's academic or educational programs, including financial aid, admission and recruitment, should contact the Disabilities Services Staff in Student Academic Services to initiate the process. It is the responsibility of the student to provide the University with adequate notice of her disability, to request the particular academic adjustment, auxiliary aid, accommodation or modification, and to provide any necessary medical or other professional verification of a disability-related need for the specific request. Disabilities Services Staff will consult as necessary with appropriate faculty and University officials to determine the appropriate accommodation after considering the student's request or any alternative means of accommodation, their feasibility, and the cost and effect on the academic program and standards.

Students at the School of Law requesting an academic adjustment or an auxiliary aid, accommodation or modification to their academic or educational programs, including financial aid, admissions and recruitment, should contact the Law School Associate Dean for Student Affairs. The student has the responsibility to provide the Law School with adequate notice of his disability, to request the particular academic adjustment, auxiliary aid, accommodation or modification, and to provide any necessary medical verification of a disability-related need for the specific request. The Associate Dean for Student Affairs may consult with faculty and/or the Disabilities Services staff. The Associate Dean for Student Affairs will determine the appropriate accommodation after considering the student's request or any alternative means for accommodation, their feasibility, and the cost and effect on the academic program and standards.

The Provost is the University official with final responsibility for accommodations relating to academic or educational programs.

• Disabilities Services, Student Academic Services, Loyola Hall 100, (206) 296-5740 (TDD 296-5743)
• Associate Dean for Student Affairs, School of Law-Sullivan Hall 210H, (206) 398-4307
• Office of the Provost, Administration Building 104, (206) 296-6160

Accommodations Relating to Student Extracurricular Programs and Activities

A student seeking an auxiliary aid, accommodation, or modification to nonacademic programs or activities, such as physical education and athletics; academic or vocational counseling; University sponsored clubs or social organizations; employment assistance; work-study; extracurricular program; or other University activities, has the responsibility to provide the University with adequate notice of her disability, to request the particular auxiliary aid, accommodation or modification, and to provide any necessary medical verification of a disability-related need for the specific request. The student should contact Disabilities Services staff in Student Academic Services to initiate this process. The Disabilities Services staff will consult as necessary with the program or activity director or manager and/or other relevant University officials, who will review the request and reach a decision.

The Vice President for Student Development is the University official with final responsibility for accommodations or modifications involving nonacademic student programs and activities.

• Disabilities Services, Student Academic Services, Loyola Hall 100, (206) 296-5740 (TDD 296-5743)
• Associate Dean for Student Affairs, School of Law-Sullivan Hall 210H, (206) 398-4307
• Office of Vice President for Student Development, Student Union Building 204, (206) 296-6066

Accommodation Relating to Employment

Any employee or applicant (including faculty, administration, staff and student staff) seeking an accommodation in connection with employment should first contact a Human Resources Manager for assistance. The employee has the responsibility to provide the University with adequate notice of the disability, to request the particular accommodation, and to provide any necessary medical verification of a disability-related need for the requested accommodation. The Human Resources Manager will consult with the person's supervisor and/or other relevant University officials to determine whether a reasonable accommodation is available that will enable the employee to perform the essential functions of the job. The Vice President for Human Resources and the Provost are the University officials with final responsibility for accommodations relating to employment.

• Human Resources Managers: Rianna Building, 206-296-5870, hr@seattleu.edu
• Vice President for Human Resources, Rianna Building, (206) 296-5870, hr@seattleu.edu
• Office of the Provost, Administration Building 104, (206) 296-6160

Accommodation Relating to Facilities Access

If the accommodation request relates primarily to barrier removal, facilities or physical accessibility at the University, then the individual should first contact the Office of Residential Services or the Facilities Operations Department (for nonresidential campus facilities). These offices will coordinate with the respective Human Resources Manager, Disabilities Services (Learning Center), the 504/ADA Coordinator, and/or other appropriate University officials who will review the request and reach a decision. The person seeking the accommodation has the responsibility to provide the University with adequate notice of the disability, to request the accommodation, and to provide any necessary medical verification of a disability-related need for the requested accommodation.

If the accommodation request relates to facilities or physical accessibility at the Law School, then the individual should contact the Law School's Associate Dean for Student Affairs. The Associate Dean will coordinate with the respective Human Resources Manager, Disability Services, the ADA Coordinator, Law Center Building Services, and/or other appropriate University officials who will review the request and reach a decision. The person seeking the accommodation has the responsibility to provide the University with adequate notice of the disability, to request the accommodation and to provide any necessary medical verification of a disability-related need for the requested accommodation.

The Vice President for Student Development is the University official with responsibility for housing facilities. The Vice President for Finance and Investments is responsible for all other facilities.

• Office of Residential Services, Bellarmine Hall 117, (206) 296-6305
• Facilities Operations, CLMB Building, (206) 296-6999
• Associate Dean for Student Affairs, School of Law - Sullivan Hall 210H, (206) 398-4307
• Office of the 504/ADA Coordinator, Office of Human Resources, RINA Building, (206) 296-5870

Appeal Procedures

These appeal procedures are intended to provide a means for an individual to appeal a decision or action regarding an accommodation, modification, auxiliary aid, or academic adjustment, or to otherwise make a complaint about discrimination or harassment based on a disability. The University intends that all appeals be processed in a manner that promotes the prompt and equitable resolution of complaints. Therefore, individuals with complaints should bring them to the attention of appropriate University personnel as soon as possible after the action(s) causing the complaint. Upon receipt of an informal or formal complaint, University officials will seek a prompt and timely resolution.

Informal Appeal: An individual is encouraged to resolve concerns about accommodations or modifications by communicating with the concerned parties and suggesting an appropriate resolution. The individual may seek informal discussion, advice and assistance from the Disabilities Services Staff in Student Academic Services, the 504/ADA Coordinator, the respective Human Resources Manager, or the Director of Facilities Operations. The request for an informal review and resolution should be in writing and should be directed to the person whose assistance is being sought.

This informal process may lead to resolution of the matter. If not, the individual may choose to follow the formal complaint process described below or to use complaint procedures with outside agencies. An individual may use the formal procedure without first using the informal procedure.

Appeals Relating to Accommodations in Academic or Educational Programs and Services

The student must submit a written request for reconsideration with suggestions for an appropriate resolution to the faculty member or University official responsible for the initial decision. If the matter is not resolved at this level, then the student may file a written appeal with the dean of the school involved. The appeal should be as detailed and accurate as possible and should specify the solution or resolution the student is seeking. It should also include all supporting information. The dean may meet with the student and the faculty member or other University officials for further information gathering. The dean will prepare a written determination and recommendation for resolution of the complaint. If the student is not satisfied with the determination of the dean, he may make a written appeal to the Provost. The decision of the Provost or his designee will be final. If the dean made the initial decision, then the student should appeal directly to the Provost.

Appeals Relating to Student Extracurricular Programs, Activities, and Non-Academic Services

The student must submit a written request for reconsideration with suggestions for an appropriate resolution to the faculty member, advisor, or program manager responsible for the initial decision. If the matter is not resolved at this level, then the student may file a written appeal with the department director involved or the Associate Vice President for Student Development. Law students should file a written appeal directly to the dean of the law school. The appeal should be as detailed and accurate as possible and should specify the solution or resolution the student is seeking. It should also include all supporting information. The department head, the Associate Vice President for Student Development, or the dean of the law school may meet with the student and the faculty member, advisor, or program manager responsible for the initial decision for further information gathering. The department head, the Associate Vice President for Student Development, or the dean of the law school will prepare a written determination and recommendation for resolution of the complaint. If the student is not satisfied with the determination, he may make a final written appeal to the Vice President for Student Development. The decision of the Vice President for Student Development will be final.

Appeals Relating to Employment-Related Accommodation

An employee must submit a written request for reconsideration with suggestions for an appropriate resolution to the supervisor or director responsible for the initial decision. If the matter is not resolved at this level, then the employee may file a written appeal with the appropriate vice president or dean, if the employee works in one of the schools or colleges, with a copy to the respective Human Resources Manager. The appeal should be as detailed and accurate as possible and should specify the solution or resolution the employee is seeking. It should also include all supporting information. The area vice president or the dean, in cooperation with the respective Human Resources Manager, may meet with the employee and other involved persons for further information gathering. The vice president or dean, in cooperation with the respective Human Resources Manager, will prepare a written determination and recommendation for resolution of the complaint. If the individual is not satisfied with the determination, he may make a final written appeal to the Vice President of Human Resources or the Provost. The decision of the Vice President of Human Resources or the Provost will be final.

Appeals Relating to Facilities Access and Barrier Removal

An individual must submit a written request for reconsideration with suggestions for an appropriate resolution to the Director of Facilities Operations. The request should be as detailed as possible and should specify the solution or resolution the individual is seeking. It should also include all supporting information. The Director of Facilities Operations may meet with the individual and other relevant University personnel or officials for further information gathering. The Director of Facilities Operations will prepare written recommendations to the Vice President for Finance and Investments for resolution of the complaint. If the individual is not satisfied with the decision of the Vice President for Finance and Investments, they may file a written appeal to the Provost, whose decision will be final.

Appeals Relating to Verbal Harassment or Other Discrimination on Account of Disability

An individual who believes theyhas been verbally harassed or otherwise discriminated against in any University program or activity on account of a disability, and who has not made a complaint about the incident(s) under any other section of this procedure, may file a complaint by submitting a written description of the alleged harassment or discrimination to a Human Resources Manager. The statement should be as detailed and accurate as possible and should specify the nature of the complaint and the solution or resolution the employee is seeking. The Human Resources Manager may meet with the individual and other involved persons for further information gathering and will prepare a written determination and recommendation for resolution of the complaint. If the individual is not satisfied with the determination and recommendation, she may make a final written appeal to the Provost or to the Vice President of Human Resources. The decision of the Provost or the Vice President of Human Resources.

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