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Employment Accommodations

An inclusive workplace ensures equal opportunity for all individuals, from staff and faculty to adjunct faculty and student employees.

An employment accommodation is a change in the workplace or the way things are customarily done that provides an equal employment opportunity to an individual with a qualifying condition. A reasonable accommodation is one that does not pose an undue hardship on the employer or the workplace. Employment accommodations are determined through an interactive process that includes the employee.

Medical information disclosed in connection with a request for accommodation will be kept confidential. This information will not be shared with an employee’s supervisor or kept in personnel files.

The Americans with Disabilities Act (ADA) and the Americans with Disabilities Act Amendments Act (ADAAA) prohibit discrimination based on disability in all stages of employment, including the application process. The ADA requires employers to provide:

  • Individuals with disabilities access to the same employment opportunities and benefits available to individuals without disabilities
  • Reasonable accommodations to assist employees in performing their essential job functions or in having equal benefits and privileges of employment
  • Reasonable accommodations to qualified applicants

Westminster provides reasonable accommodations to qualified employees and applicants with disabilities. For additional information, see the ADA Accommodations Procedure or contact:

Kristi Brangle, Human Resources Manager

Office location: Bamberger 106
Phone: 801.832.2574
Email: kbrangle@westminstercollege.edu

Title VII of the Civil Rights Act of 1964 requires reasonable accommodation of religious beliefs or practices of employees and applicants. Westminster College respects the religious beliefs and practices of all and will provide reasonable accommodations for the observances of its employees and qualified applicants. For additional information, please contact:

Julie Freestone, Executive Director of Human Resources and Equal Opportunity Administrator

Office location: Bamberger 106
Phone: 801.832.2573
Email: jfreestone@westminstercollege.edu

Pregnancy accommodation is governed by the Pregnancy Discrimination Act, the Americans with Disabilities Act, and the Family and Medical Leave Act. Westminster provides reasonable accommodations to qualified employees who require a temporary change to how, when, or where work is done due to pregnancy or related conditions. Westminster also provides pregnancy and parental leaves of absence to all eligible employees in accordance with these laws. For additional information, please contact:

Kristi Brangle, Human Resources Manager

Office location: Bamberger 106
Phone: 801.832.2574
Email: kbrangle@westminstercollege.edu

Employees and applicants who have a temporary disability caused or contributed to by pregnancy are not required to advise Westminster College of their pregnancies if they do not wish to, and may initiate a request for an accommodation due to disability in the same manner as non-pregnant employees and applicants (see the Disability Accommodations section above).  

Westminster College supports the rights of nursing mothers at school and in the workplace. In accordance with Title IX, the Affordable Care Act, and the Fair Labor Standards Act, Westminster is dedicated to making its best efforts to accommodate requests from nursing mothers for a private space to express breast milk on campus and for the use of employee break time or leave for this purpose.

Upon request, Westminster will provide employees with a room where they can privately express breast milk. Westminster has dedicated a room in the Giovale Library (room 033) for this purpose. The nursing room is shielded from view, has an occupied/not occupied sign, and has a chair and refrigerator. This may be used on a first-come, first-served basis and can be reserved by scheduling through Outlook with nursinglounge@westminstercollege.edu. Be sure to check availability through the scheduling function in Outlook.

Westminster provides staff reasonable break time for up to one year after they give birth to express milk. Staff may utilize their paid break periods to express milk, use medical leave, take an unpaid break period, or make up the time used by starting work earlier or staying late with permission of their supervisor.

For additional questions on resources for nursing mothers, please contact:

Kristi Brangle, Human Resources Manager

Office location: Bamberger 106
Phone: 801.832.2574
Email: kbrangle@westminstercollege.edu