Americans with Disabilities Act/504

I. Statement of School Philosophy

Programs and activities conducted by Glassboro Public Schools shall be made accessible to all qualified participants regardless of disability.  No individual, solely by reason of disability, shall be excluded from participation in, be denied the benefits of, or be subjected to discrimination by any program or activity conducted by Glassboro Public Schools.

This policy applies to persons who are qualified to work or study or participate in activities at Glassboro Public Schools but whose disability substantially limits one or more life activities.  This policy statement is in compliance with both Section 504 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act of 1990.

II. Glassboro Public Schools Notice of ADA Procedure

Glassboro Public Schools has adopted an internal grievance procedure providing for prompt and equitable resolution of complaints alleging any action prohibited by the U.S. Department of Justice regulations implementing Title I and Title II of the Americans with Disabilities Act. 

Title I refers to hiring and employment practices.  Employees should discuss any needs for modifications with their supervisors. Employees and supervisors are encouraged to utilize the ADA Coordinator as a resource in this process. If an employee and supervisor cannot agree on appropriate modifications, they should contact the ADA Coordinator to assist in establishing reasonable modifications. The ADA Coordinator will review the concerns of both parties in light of the employee's documented needs, the written job description, the position announcement, and office/department practices.  The Glassboro School District has adopted the following definition as established by the U.S. Equal Employment Opportunity Commission a “qualified employee or applicant with a disability” is an individual who, with or without reasonable accommodation, can perform the essential functions of the job in question. Reasonable accommodation may include, but are not limited to:

Making existing facilities used by employees readily accessible to and usable by persons with disabilities including but not limited to:

Job restructuring, modifying work schedules, reassignment to a vacant position;

Acquiring or modifying equipment or devices, adjusting/modifying examinations, training materials, or policies, and providing qualified readers or interpreters.

An employer is required to make an accommodation to the known disability of a qualified applicant or employee if it would not impose an "undue hardship" on the operation of the employer's business. The term “undue hardship” is defined as an action requiring significant difficulty or expense when considered in light of factors such as an employer's size, financial resources and the nature and structure of its operation.

An employer is not required to lower quality or production standards to make an accommodation, nor is an employer obligated to provide personal use items such as glasses or hearing aids.

Employers may not ask job applicants about the existence, nature or severity of a disability. Applicants may be asked about their ability to perform specific job functions. A job offer may be conditioned on the results of a medical examination, but only if the examination is required for all entering employees in similar jobs. Medical examinations of employees must be job related and consistent with the employer's business needs.

Employees and applicants currently engaging in the illegal use of drugs are not covered by the ADA, when an employer acts on the basis of such use. Tests for illegal drugs are not subject to the ADA's restrictions on medical examinations. Employers may hold illegal drug users and alcoholics to the same performance standards as other employees.

Undue Hardship:

For the purposes of this document, the District applies the ADA definition of "undue hardship" as an action requiring significant difficulty or expense. Factors to be considered in determining undue hardship may include, but are not limited to:

 the number of students and/or employers involved;

Title II states, in part, that "no otherwise qualified disabled individual shall, solely by reason of such disability, be excluded from participation in, be denied the benefits of or be subjected to discrimination" in programs or activities sponsored by a public entity.   Glassboro Public School District will make all reasonable modifications to policies and programs to ensure that people with disabilities have an equal opportunity to enjoy all District programs, services and activities. 

Anyone who requires an auxiliary aid or service for effective communication or a modification of policies or procedures to participate in a District program, service or activity, should contact the  ADA Coordinator, as soon as possible but no later than 48 hours before the scheduled event.

The ADA does not require the District to take any action that would fundamentally alter the nature of its programs or services, or impose an undue financial or administrative burden.

III. Complaint Procedure

Complaints should be addressed to Glassboro Public School's ADA Coordinator, who has been designated to coordinate ADA compliance efforts for Title I and Title II at the following address:

William T. Lundahl

Department of Special Services

370 East New St.

Glassboro, NJ 08028

(856)  652-2700  ext. 74508

wlundahl@glassboroschools.com

All inquiries regarding Glassboro Public School's compliance with the ADA and the availability of accommodations which would allow a qualified individual with a disability to receive services or participate in a program or activity provided by Glassboro Public Schools should be directed to the designated coordinator identified.

All complaints alleging that the Glassboro Public School District has failed to comply with or has acted in a way that is prohibited by the ADA should be directed to the designated ADA coordinator identified in this section.

1. A complaint must be filed in writing and must contain the name and address of the person filing it, and briefly describe the alleged violation. A form for this purpose is available from the ADA coordinator.
2. A complaint should be filed within sixty (60) days after the complainant becomes aware of the alleged violation. 
3. An investigation, as may be appropriate, will follow the filing of a complaint. The investigation will be conducted by the ADA Coordinator.  The rules contemplate informal but thorough investigations, affording all interested persons and their representatives, if any, an opportunity to submit evidence relevant to a complaint.
4. In most cases, a written determination as to the validity of the complaint and a description of the resolution, if any, will be issued by the ADA Coordinator and a copy forwarded to the complainant no later than 30 days after its filing.  If the determination does not resolve the issue, the complainant may appeal the decision within 15 calendar days to the Superintendent of Schools, or their designee.  The Superintendent or their designee will meet with the complainant to discuss the complaint and possible resolutions.  Within fifteen calendar days of the meeting, a written response will be provided, with a final resolution of the complaint
5. The ADA Coordinator will maintain the files and records of the Glassboro Public School District relating to the complaints filed.
6. The right of a person to a prompt and equitable resolution of the complaint filed hereunder will not be impaired by the person's pursuit of other remedies such as the filing of an complaint with the responsible federal department or agency or the New Jersey Division on Civil Rights. Use of this grievance procedure is not a prerequisite to the pursuit of other remedies.
7. The rules will be construed to protect the substantive rights of interested persons, to meet appropriate due process standards, and to assure that the Glassboro Public School District complies with the ADA and implementing federal rules.