Ensign College prohibits unlawful discrimination against persons with disabilities and complies with all applicable disability laws. See Nondiscrimination and Equal Opportunity Policy . Accordingly, Ensign College is committed to providing a working and learning atmosphere which reasonably accommodates persons with disabilities who are otherwise qualified to participate in Ensign’s programs and activities, including employment. Reasonable accommodation is usually accomplished by joint and flexible problem solving between Ensign College and the individual with a disability.
Student Accommodations
Current or prospective students with disabilities may request reasonable accommodations for student programs or activities (other than student employment) by contacting Josh Sillitoe, the college’s Section 504 coordinator for students, at 801-524-8128, or Joshua.sillitoe@ensign.edu.
Employee Accommodations
Ensign College does not unlawfully discriminate in employment against qualified individuals with a disability who, with or without reasonable accommodation, can perform the essential functions of the employment position without creating an undue hardship on the college or threatening the safety of the individual or others. Employees with questions related to disability accommodations should contact the Director of Human Resources who serves as the college’s Equal Opportunity Manager at 801-542-1942, or dave.sorensen@ensign.edu.
Definitions
As used in this Accomodation of Persons with Disabilities Policy, the following terms have the meanings indicated:
Disability means a physical or mental impairment that substantially limits one or more major life activities of the individual, a record of such an impairment, or being regarded as having such an impairment.
Qualified individual means an individual who, with or without reasonable accommodation, can perform the essential functions of the employment position or a student program or activity.
Reasonable accommodation for employees includes any changes to the work environment and may include making existing facilities readily accessible to and usable by individuals with disabilities, job restructuring, part-time or modified work schedules, telecommuting, reassignment to a vacant position, acquisition or modification of equipment or devices, appropriate adjustment or modifications of examinations, training materials or policies, the provision of qualified readers or interpreters, and other similar accommodations for employees with disabilities, provided they do not impose an undue hardship on Ensign College. Reasonable accommodation for students includes academic adjustments, reasonable modifications of policies, practices or procedures, auxiliary aids and services, and other similar accommodations
for students with disabilities provided they do not result in a fundamental alteration of the program or activity or impose an undue hardship on Ensign College.
Undue hardship means an action requiring significant difficulty or expense by the college. In determining whether an accommodation would impose an undue hardship on a covered entity, factors to be considered include, but are not limited to:
- The nature and cost of the accommodation
- The overall financial resources of the facility or facilities involved in the provision of the reasonable accommodation; the number of persons employed at such facility; the effect on expenses and resources; or the impact of such accommodation upon the operation of the facility
- The overall financial resources of the institution; the size, number, type and location of facilities
- The type of operations of the company, including the composition, structure, and functions of the workforce; administrative or fiscal relationship of the particular facility involved in making the accommodation
- The impact of the accommodation on the operation of the facility
Essential functions of the employment position refer to those job activities that are determined by the employer to be essential or core to performing the job; these functions cannot be modified.