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In accordance with these laws, Bethel provides reasonable accommodations for individuals with documented disabilities. Qualified individuals with disabilities are encouraged to seek admission to the university and apply for employment. Individuals seeking employment must be able to perform the essential functions of a job with or without reasonable accommodations. Bethel desires to promote institutional programs and employment practices that are accessible to all individuals with disabilities.
The Office The Office of Disability Accessibility Resources and Services (DRSOARS) seeks to meet individual needs by coordinating and implementing internal policy regarding programs, services, and activities for individuals with disabilities. The DRS OARS functions as a source of information and advice and as a communication link among individuals with disabilities, faculty and staff members, and the community at large. Accommodating qualified individuals with disabilities in a mainstreamed environment is the overall objective of the DRS officeOARS.
If a prospective student, applicant, student, faculty, or staff member with a disability requires accommodations to benefit from Bethel’s programs, services or activities, he or she should contact the Director of Disability the Office of Accessibility Resources and Services or the Office of Human Resources. DRS OARS receives and reviews disability related documentation and handles the approval of requested reasonable accommodations. The process of documentation review involves an individual assessment of the individual’s disability with respect to the documentation presented and the accommodations requested. DRS OARS focuses on providing services needed by students, staff, and guests of the university with disabilities to minimize the extent to which their disability affects their opportunities in the Bethel academic environment.
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- Prohibiting all forms of discrimination based on disability,
- Creating and promoting a positive work environment that is free from any form of discrimination,
- Encouraging good faith complaints when discrimination based on disability has occurred, and
- Providing options for addressing and resolving complaints of disability discrimination.
Definitions
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DISABILITY DISCRIMINATION
Disability discrimination is a form of discrimination which violates federal and state law, including the Americans with Disabilities Act of 1990, Section 504 of the Rehabilitation Act of 1973, Minnesota Statutes Chapter 363A, and Bethel policy.
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Disability discrimination also includes harassment of any person who has a disability or is perceived as having a disability. Harassment includes any unwelcome act of any kind, whether verbal, physical, electronic or digital communication, that has any detrimental impact upon a person’s employment or education, or unreasonably interferes with a person’s work or educational performance, or creates other offensive working, learning or living environmental conditions. Harassment on account of a disability is a violation of federal and state law and Bethel policy.
Terms
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COMMUNITY MEMBER
Community member refers to Bethel’s students, faculty, staff, visitors, volunteers, vendors, consultants, third parties, and any person that provides services to Bethel.
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COMPLAINT
A complaint is an allegation that a student, employee, or applicant for admission or employment has been subjected to discrimination based on disability.
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COMPLAINANT
A complainant is an individual or group of individuals who believe that discrimination may have or has occurred.
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DIRECTOR OF THE OFFICE OF ACCESSIBILITY RESOURCES AND SERVICES
The Director of the Office of Disability Accessibility Resources and Services provides leadership and oversight of all disability-related access and programming for prospective students, applicants, students, staff, and faculty from all schools of Bethel University.
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DISABILITY
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.
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GRIEVANCE OFFICER
A grievance officer is a faculty member, staff, or administrator appointed by the President, who is trained to respond to formal and informal complaints of discrimination.
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PROCEEDING
The term proceeding includes all activities, including but not limited to proceedings (both informal and formal), related to a non-criminal resolution of an institutional complaint, including: fact-finding investigations and formal or informal meetings. It does not include meetings between victims and officials regarding accommodations or protective measures.
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RESPONDENT
A respondent is an individual or group of individuals against whom an allegation of disability discrimination is made.
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RESPONSIBLE OFFICER
A Responsible Officer is an administrator who, in partnership with the senior administrator as applicable, adjudicates the complaint.
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RESULT
A result is any initial, interim, and final resolution or decision by any official or entity authorized to resolve complaint matters within an institution. The result must include sanctions imposed. The result also must include the rationale for the result and the sanctions.
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SECTION 504
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The Chief Human Resources Officer COMPLIANCE OFFICER
The Vice President of People and Organizational Development will act as the Section 504 Compliance Officer responsible for the administration and supervision of the policy and procedures set forth herein. The Section 504 Compliance Officer is the administrator to whom a complaint is reported and addressed according to policy and procedures.
Cara Wald, the University’s Chief Human Resources OfficerVice President of People and Organizational Development, serves as the Section 504 Compliance Officer with primary responsibility for oversight and enforcement of this Policy, as well as identifying and addressing any systemic problems that arise during the review of complaints. Cara Wald may be contacted at Bethel University, Office of Human Resources, 3900 Bethel Drive, Saint Paul, MN 55112, or 651.635.8657, or c-wald@bethel.edu.
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It is strongly recommended that any individual involved in the resolution of a disability discrimination complaint seek personal support through relationships with a few trusted family members or friends. Additional support is available through Counseling Services or Campus Ministriesthe Office of Christian Formation and Church Relations. Students with disabilities may request assistance from the Office of Disability Accessibility Resources and Services. Bethel reserves the right to provide accommodations during the investigation process to create a safe and affirming environment.
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- The complaint shall be in writing and describe in detail the alleged disability discrimination and the action the complainant requests to resolve the matter. All complaints must be signed and dated by the complainant and, where known, should contain the name(s) of the individual(s) involved, the date(s) of the event(s) at issue, a detailed description of the actions constituting the alleged disability discrimination, and any other relevant information. If possible, names, addresses, and phone numbers of witnesses or potential witnesses and any other evidence should also be included.
- Within five (5) working days after receipt of the signed complaint, the designated Grievance Officers will review the complaint to determine if the complaint sufficiently describes the alleged disability discrimination.
- If the complaint does not sufficiently describe a concern within the definition of disability discrimination under this policy, the complaint will be returned and other assistance may be recommended.
- If the complaint does not sufficiently describe the factual details of the concern so that a determination of disability discrimination can be made, the complaint will be returned and the complainant may submit an amended complaint providing enough factual details to allow a determination to investigate.
- Within ten (10) working days of receiving a complaint or amended complaint, the Section 504 Compliance Officer will notify the respondent that a formal complaint has been received and an investigation has begun. A copy of the written complaint and a copy of this policy will be provided to the respondent.
- Within the next ten (10) working days, the Grievance Officers will meet with the complainant to review the nature of the complaint and identify the scope and nature of the of the investigation. The Grievance Officers will also meet with the respondent to receive the respondent’s response to the complaint, request names of witnesses, request evidence, and to review with the respondent the scope and nature of the investigation. A written report of each meeting is completed and shared with the individual being interviewed for amendment.
- The Grievance Officers shall thoroughly investigate the complaint. Prior to completing the investigation, the Grievance Officers shall meet again with the complainant and the respondent separately to give an overview of the steps taken during the investigation, to ask the complainant and the respondent for the names of any others the investigators should speak with, and to request any additional information. A written report of each meeting is completed and shared with the individual being interviewed for amendment.
- After completion of the investigation, the Grievance Officers shall meet with the Responsible Officer(s) and the senior administrator(s) responsible for the involved prospective student, applicant, student, faculty, or staff member to review the Grievance Officers’ report and reach conclusions based on a preponderance of evidence (i.e., more likely than not) standard regarding the allegations and appropriate corrective action(s), if any.
- It is the goal of these procedures that, to the extent possible, the above steps be completed no later than within ninety (90) calendar days of receiving the formal complaint. The Responsible Officer(s) and senior administrator(s) shall forward to the complainant and respondent all of the following:
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Regardless of whether a complaint has been received, Bethel may, at any time and at its sole discretion, initiate an investigation of or take action against any disability discrimination occurring within the Bethel community. In the event that the complainant does not wish to pursue the complaint process, any response by the University may be hindered by the complainant’s wishes for anonymity and/or inaction.
Revised 7/2016
2020