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Compliance Postings

COMPLIANCE WITH SECTION 503 OF THE REHABILITATION ACT OF 1973 AND

PUBLIC LAW 101-336 (THE AMERICANS WITH DISABILITIES ACT OF 1990)

 

Invitation to Identify

Southern Polytechnic State University is a government contractor subject to Section 503 of the Rehabilitation Act of 1973, which requires government contractors to take affirmative action to employ and advance in employment qualified disabled individuals.  The university also is in compliance with Public Law 101-336, The Americans with Disabilities Act of 1990.  If you have such a disability and would like to be considered under the affirmative action program, please tell us.  This information is voluntary and refusal to provide it will not subject you to discharge of disciplinary treatment.  All employees and applicants for employment are protected from coercion, intimidation, interference or discrimination for filing a complaint or assisting in an investigation under this Act. Information obtained concerning individuals shall be kept confidential, except that (i) supervisors and managers may be informed regarding restrictions on the work or duties of disabled individuals, and regarding necessary accommodations, and (ii) first aid and safety personnel may be informed, when and to the extent appropriate, if the condition might require emergency treatment, and (iii) government officials investigating compliance with the Act shall be informed.  

If you are disabled, we would like to include you under the affirmative action program. It would assist us if you tell us about (1) any special methods, skills and procedures which qualify you for positions that you might not otherwise be able to do because of your disability, so that you will be considered for any positions of that kind, and (2) the accommodations we could make which would enable you to perform the job properly and safely, including special equipment, changes in the physical layout of the job, elimination of certain duties relating to the job or other accommodations.

Definitions

The Rehabilitation Act of 1973, as amended, defines a disabled individual for the purposes of the program as any person who has a physical or mental impairment which substantially limits one or more of such person's major life activities, has a record of such impairment, or is regarded as having such an impairment.

"Life activities" may be considered to include communication, ambulate, self care, socialization, education, vocational training, employment, transportation adapting to housing, etc.  For the purpose of section 503 of the Act, primary attention is given to those life activities that affect employability.

The phrase "substantially limits" means the degree that the impairment affects employability.  A disabled individual who is likely to experience difficulty in securing, retaining or advancing in employment would be considered substantially limited.

"Has a record of such an impairment" means that an individual may be completely recovered from a previous physical or mental impairment.  It is included because the attitude of employers, supervisors, and co-workers toward that previous impairment may result in an individual experiencing difficulty in securing, retaining, or advancing in employment.  The mentally restored, those who have had heart attacks or cancer often experience such difficulty.  Also, this part of the definition would include individuals who may have been erroneously classified and may experience discrimination based on this misclassification.  This group may include persons such as those who have been mis-classified as mentally retarded or mentally restored.

"Is regarded as having such an impairment" refers to those individuals who are perceived as having a disability, whether an impairment exists or not, but who, because of attitudes or for any other reason, are regarded as disabled by employers, or supervisors who have an effect on the individual securing, retaining or advancing in employment.

 For ADA related questions or to discuss accommodation requests or concerns, please contact the Office of Human Resources at 678/915-7331 or via email at human_resources@spsu.edu

 

COMPLIANCE WITH THE VIETNAM ERA VETERANS READJUSTMENT ASSISTANCE ACT OF 1974, as amended (38-USC 2012)

 

It is the policy of Southern Polytechnic State University to ensure that all Vietnam Era and/or disabled veterans, who are current employees of the University or applicants for employment, are afforded equal opportunity in maintaining a present position and/or being considered for a position provided they are qualified. This policy includes all aspects of employment: hiring, promotion, demotion or transfer, recruitment, advertising, layoff or termination, equal pay and other compensation, and selection for training. The University also aggressively seeks the employment and advancement of the veterans covered under this act.

 

INVITATION TO IDENTIFY

 

Southern Polytechnic State University is a government contractor subject to Section 402 of the Vietnam Era Veterans Readjustment Assistance Act of 1974 which requires government contractors to take affirmative action to employ and advance in employment qualified disabled veterans and veterans of the Vietnam era.  If you are a disabled veteran covered by this program and would like to be considered under the affirmative action program, please tell us.  This information is voluntary and refusal to provide it will not subject you to discharge of disciplinary treatment. All employees and applicants for employment are protected from coercion, intimidation, interference or discrimination for filing a complaint or assisting in an investigation under this Act.  Information obtained concerning individuals shall be kept confidential, except that (i) supervisors and managers may be informed regarding restrictions on the work or duties of disabled veterans, and regarding necessary accommodations, and (ii) first aid personnel may be informed, when and to the extent appropriate, if the condition might require emergency treatment.  In order to assure proper placement of all employees, we do request that you answer the following question:  If you have a disability which might affect your performance or create a hazard to yourself or others in connection with the job for which you are applying, please state the following: (1) The skills and procedures you use or intend to use to perform the job notwithstanding the disability and (2) the accommodations we could make which would enable you to perform the job properly and safely, including special equipment, changes in the physical layout of the job, elimination of certain duties relating to the job or other accommodations.

 

 DRUG FREE WORKPLACE

 

The United States Congress enacted the Drug Free Workplace Act of 1988.  The purpose of this law is to ensure that work done under federal contracts or federal grants are performed in a drug free work environment.

 

Southern Polytechnic State University adopts the following as its drug free workplace policy.

 

Southern Polytechnic State University considers the illegal use of drugs something which can affect the work performance of the employee, may affect the attendance record of the employee, and could cause danger to the employee or others at the University.  The use of illegal substances or behavior brought on by the use of illegal substances is unacceptable in a university environment where the education of young persons is undertaken.  Employees who need advice concerning drug abuse may obtain information about drug counseling programs from the Human Resources Office or the Counseling Center.

 

Employees of Southern Polytechnic State University may not illegally engage in the manufacture, distribution, dispensation, possession, or use of a controlled substance while at the workplace.  Such unlawful activity will be considered sufficient grounds for a serious adverse personnel action, including possible dismissal from employment.

 

If an employee is convicted (including a plea of nolo contendre) for violating any criminal drug law by an action in the workplace, the employee must notify the Human Resources Office in writing within five days of their conviction.

 

This policy will be distributed annually (via paycheck envelopes during the month of July) to all employees and will be given to every new employee at the initial time of employment at Southern Polytechnic State University.