ADA Compliance

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Stockton University values diversity and seeks to promote access to employment and educational opportunities. As such, it is committed to full compliance with Section 504 of the Rehabilitation Act of 1973 as well as the Americans with Disabilities Act of 1990, and provides reasonable accommodations to qualified applicants, employees, and students with disabilities to allow for full participation in the University's employment and educational programs and activities.

The Americans with Disabilities Act (ADA) and the New Jersey Law Against Discrimination (NJLAD) prohibit discrimination on the basis of disability.  In this regard, the University provides reasonable accommodation to qualified individuals with disabilities unless the accommodation would impose undue hardship.  The purpose of reasonable accommodation(s) is to remove barriers for individuals with disabilities.

The term disability is broadly defined under the laws above to include, but is not limited to, any of the following:

  • Physical impairment (includes pregnancy and "pregnancy-related condition");
  • Mental impairment (i.e. psychological); and
  • Learning disability

Frequently asked Questions

Any person who has physical or mental impairment that substantially limits one or more major life activities, a history or record of such an impairment, or is perceived by others as having such an impairment.

A person who meets legitimate, skill, experience, education or other requirements of an employment position sought or held or course of study for which one has applied or has enrolled and who can perform the essential function of the position or meet program standards with or without reasonable accommodation.

Any modification or adjustment to a job, the work environment, or educational program that will enable a qualified applicant, employee, student or guest with a disability to participate in the application process, to perform essential job functions, or to perform in a perform in a program.  An accommodation is not reasonable it would result in an undue burden or in a fundamental alteration of the employee’s position or the academic program requirements.

Modification(S) to University’s policies, practices, or procedures when the modifications are necessary to avoid discrimination on the basic of disability, unless making the modification would fundamentally alter the nature of the service, program, or activity.

An undue hardship is defined as an accommodation requiring significant difficulty or expense to the University where an acceptable alternative solution can be provided to accommodate the individual.

Sometimes an applicant or an employee may ask for an accommodation that is not reasonable or necessary, that poses an “undue hardship” (i.e. too costly or disruptive to business) on the company or its employees or that might threaten the safety of the individual who has made the request or of others. Even in those cases, the company will discuss whether some other form of workplace accommodation may be effective.

  • Acquisition or modification of equipment
  • Changes in the physical layout of a work environment to eliminate or reduce barriers
  • Elimination of non-essential job duties
  • Modifications of an individual’s work schedule while continuing to meet business requirements
  • Modifications to the building where an individual performs work
  • Interpretation services

Leave time and/or reassignment to another vacant position are accommodations of last resort.

The interactive process is a collaborative effort between the employee and company representative to discuss the need for an accommodation as well as identify effective accommodation solutions. The interactive process begins when an employee discloses a disability/health condition and requests an accommodation, a manager or Human Resources representative recognizes an obvious challenge of an applicant, candidate, or employee due to a disability, or when an employee returns to work with an on-going health care condition or disability. A robust interactive process demonstrates good faith and promotes a disability inclusive workplace.

How to Request an Accommodation

An applicant may request a reasonable accommodation at any time, orally or in writing. A request for an accommodation can also be made by a representative (e.g. family member). If the request comes in through a third party, the request should be confirmed with the applicant.  All requests for accommodation can be directed to Stockton's Recruitment Manager:  609-652-4384.

The process begins when the university becomes aware that an employee may need an adjustment or change concerning some aspect of the application process, the job, or a benefit of employment for a reason related to a disability or chronic medical condition. Notification may include documentation from the employee directly and/or from the employee’s physician.  An employee may request a reasonable accommodation at any time, orally or in writing. A request for an accommodation can also be made by an employee representative (e.g. family member). If the request comes in through a third party, the request should be confirmed with the applicant or employee. Fill out the form below to request accommodation. 

In most situations, employees or employee representatives should notify the Office of Human Resources directly if they believe they need an accommodation or other workplace adjustment because of a health condition.

Students seeking an accommodation should work through the Learning Access Program in the Wellness Center.

For questions about accessibility or to request an accommodation, please contact the Office of Event Services and Campus Center Operations at 609.652.4878 or event.services@stockton.edu at least 5 business days in advance of your participation or visit. 

Resources

Policy on Disability, Accessibility, and Reasonable Accommodations

Policy Prohibiting Discrimination in the Workplace

Service Animal and Emotional Support Animal Policy

Service Animal Procedure, Student and Community Procedure

Emotional Support Animal Procedure

Parking and Transportation Accessibility  provides an accessibility map and information on handicap parking.

Temporary Handicap Parking Request Form

Request an ASL interpreter 

The Learning Access Program  can assist you in creating an inclusive learning environment and answer questions about student accommodations.

Center for Learning Design

ADA Steering Committee is charged with providing ongoing assistance to the Chief Office/ADA-504 Coordinator in coordinating Stockton’s efforts to ensure an accessible living and working environment. 

Pet Sanitation for Service Animals

Pet Sanitation station locations on the Galloway Campus:

  • Between D & E wings
  • Between housing 2 & 3 by the farthest gazebo from the TRLC
  • Between G & I wings
  • Next to N wing by Lakeside Lane

Pet Sanitation station location on the Atlantic City Campus:

  • On Ventnor Ave alongside the parking lot by the charging stations

Need Assistance?

  • Click here to view the full list of HR staff including notes on who can help you with what  
  • Or, call us at 609-652-4384
  • Or stop by our suite in J-115

We look forward to getting you what you need, answering your questions, and/or connecting you with the HR team member that can best help you.