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Disabilities in the Workplace Program

"When the Americans with Disabilities Act (ADA) was signed into law in 1990, a founding truth of our Nation was realized for persons living with disabilities -- that all our citizens are entitled to the same privileges, pursuits, and civil rights. As we mark the 20th anniversary of this historic legislation, we renew our commitment to ensuring that everyone with disabilities can live free from the weight of discrimination and pursue the American dream."
-- President Barack Obama, July 26, 2010

The Disabilities in the Workplace Committee set a goal to provide education, awareness, and resources to supervisors, management and staff in the area of persons with disabilities who work at UCAR/NCAR/UCP. This committee developed from the Workplace Management Plan's "Diversity in the Workplace" subcommittee in January 2010.

The goals of the committee are:

  • Provide Education, Awareness and Resources to UCAR/NCAR/UCP supervisors and staff.
  • Sustain a safe, open, and accepting work environment for current and future employees with a disability.
  • Set up brown bag informational meetings for staff for Q&As and more formal trainings with professionals from the Colorado ADA.
  • Provide information on social etiquette tips.
  • Create a website with all the above information.

    The committee has partnered with the Rocky Mountain ADA Center of Colorado Springs to provide information addressing Disabilities in the Workplace.

    Please view the presentation materials.

    What is the Americans with Disabilities Act (ADA)?

  • General Definition

    The ADA prohibits discrimination on the basis of disability in employment, State and local government, public accommodations, commercial facilities, transportation, and telecommunications.

    An individual with a disability is defined by the ADA as a person who has a physical or mental impairment that substantially limits one or more major life activities, a person who has a history or record of such an impairment, or a person who is perceived by others as having such an impairment. The ADA does not specifically name all of the impairments that are covered.

  • ADA Title I: Employment

    Title I requires employers with 15 or more employees to provide qualified individuals with disabilities an equal opportunity to benefit from the full range of employment-related opportunities available to others. For example, it prohibits discrimination in recruitment, hiring, promotions, training, pay, social activities, and other privileges of employment. It restricts questions that can be asked about an applicant's disability before a job offer is made, and it requires that employers make reasonable accommodation to the known physical or mental limitations of otherwise qualified individuals with disabilities, unless it results in undue hardship.

  • What is "reasonable accommodation"?

    Reasonable accommodation is any modification or adjustment to a job or the work environment that will enable a qualified applicant or employee with a disability to participate in the application process or to perform essential job functions. Reasonable accommodation also includes adjustments to assure that a qualified individual with a disability has rights and privileges in employment equal to those of employees without disabilities.

    For Supervisors For Employees For Visitors to the Mesa Lab
    What is my responsibility when an employee notifies me of a disability? How should I notify my supervisor of my disability? Should I notify my supervisor of my disability? Will my privacy be respected? How do I find out about access to the NCAR facility?
      How do I request "reasonable accommodation" within my job?  
      Access is difficult in my building. Who should I contact?  

    UCAR Policies

  • Equal Employment Opportunity Policy 1-3 UCAR is committed to providing equal opportunity for all employees and qualified applicants for employment, regardless of race, color, religion, national origin, gender, sexual orientation, age, disability, marital status, veteran status, or any other characteristic protected by law. UCAR expressly prohibits any discrimination or harassment based on these factors.

  • Workplace Conduct 2-6 UCAR, consistent with the federal law, prohibits harassment on the basis of age, race, sex, color, religion, national origin, disability or any other applicable status protected by law.

  • HIPAA Privacy Policy As a manager/supervisor, maintain the employee's privacy if health-related information is disclosed.

    Disability Etiquette

    Disability Etiquette: Tips On Interacting With People With Disabilities You donít have to feel awkward when dealing with a person who has a disability. This booklet provides some basic tips for you to follow. And if you are ever unsure how to interact with a person who has a disability, just ask!

    View additional information from the Rocky Mountain ADA Center outlining the following topics:

  • A Guide to Disability Rights Laws
  • The Americans with Disabilities Act - Questions and Answers
  • The ADA: Your Employment Rights as an Individual With a Disability
  • The ADA: Your Responsibilities as an Employer
  • Reasonable Accommodation and Undue Hardship Under the ADA
  • Applying Performance And Conduct Standards To Employees With Disabilities

    Community Resources:

  • Rocky Mountain ADA and Hotline - 1-800-949-4232 (V/TTY)
  • Rocky Mountain ADA Resources
  • Rocky Mountain Access Newsletter
  • National Alliance on Mental Illness (NAMI) Boulder County - 303-443-4591

    UCAR Contacts:

  • Laurie Carr, 303-497-8702
  • Cyd Perrone, 303-497-8710

    Return to HR Home Page

    February 2011