Motor Vehicle Regulations
Smoking Policy
Drug Free Campus Policy
Photographs
Inclement Weather Policy
Sexual Harassment/Gender Discrimination
ADA Policy
Children on Campus
Statement on Rights, Freedoms & Responsibilities of JCC Students
Student Code of Conduct
Crime Statistics/Crime Rates Jeanne Clery Act (in Adobe Acrobat PDF format)
Hate/Biased-Related Crime Prevention Statement
Statement on Violent Felony Crime/Missing Students
Sexual Assault Prevention Statement
Statement on Order of Protection
Statement of Civility
Immunization Policy, Information and Forms
Catalog Index

ADA Policies

Jefferson Community College; Watertown, New York Section 504 of the Rehabilitation Act of 1973, Americans with Disabilities Act of 1990

1. This policy refers to the accommodations under Section 504 of the Rehabilitation Act of 1973 or the Americans with Disabilities Act of 1990.
   
   
2. Jefferson Community College recognizes and supports the tenets of both Section 504 and the ADA, and complies with the law, including the provision of requested reasonable accommodations so that no one is denied access solely on the basis of disability to its employment opportunities, programs or facilities.
   
   
3. Compliance Officer designation: The Section 504/ADA Coordinator, responsible for compliance shall be the College's Affirmative Action/Diversity Officer.
   
   
4. Requests for accommodation:
   
   1. Requests for accommodation for credit bearing coursework should be made in writing to the staff of the Scanlon Learning and Success Center.
      
      
   2. Accommodation requests for college events, business and industry training workshops, pre-applicant appointments, and pre-employment or employment- related activities or other non credit-bearing functions should be addressed to the College's Affirmative Action/Diversity Officer.
      
      
5. College response to requests for accommodation:
   
   
   1. In the case of credit-bearing requests, the staff of the Scanlon Learning and Success Center will review routine requests for accommodation to determine appropriate support, if any. Consultation with the Affirmative Action/Diversity Officer is necessary for non routine request, e.g., for access to funds to hire non-staff personnel, or in instances where the client is dissatisfied with the lever or type of service which the director of the learning skills center has determined is appropriate.
      
      
   2. For all other requests, the Affirmative Action/Diversity Officer will consult with appropriate personnel vice president, and determine accommodation, if any. The Affirmative Action/Diversity Officer will provide or authorize the provision of necessary personnel or other types of support.
      
      
   3. The College requires medical evidence to support requested accommodations; this requirement may be waived only by the Affirmative Action/Diversity Officer or the College President.
      
      
6. Internal Grievance Procedure: If an individual requesting an accommodation believes the decision reached by College personnel was based on illegal discrimination, he/she should follow the procedures outlined:
   
   
   1. An effort to resolve the complaint informally should be made by discussing concerns with the appropriate vice president, i.e., the V.P. of Academic Affairs for instruction issues, including the Learning and Success Center, the V.P. for Administration and Finance for employment matters, and the V.P. for Students for student services concerns.
      
      
   2. If the situation remains unresolved, a complaint should be made in writing to the College's Affirmative Action/Diversity Officer, who will attempt to resolve the issue through mediation. The complaint should contain information about the alleged discrimination such as name, date, address, and phone number of complainant and the location, date and description of the problem. Alternative means of filing complaints, such as personal interviews or a tape recording of the complainant, will be made available for persons with disabilities upon request.
      
      
   3. Unresolved cases will be forwarded by the Affirmative Action Officer to the College President, who may, at his discretion, institute more formal procedures.
      

7. Use of the internal grievance procedure is not a prerequisite to the pursuit of other remedies.
   
   
8. Records of medical information and disposition of ADA related matters will remain in the Affirmative Action/Diversity Officer's files, with the exception of student files kept in the Scanlon Learning and Success Center.
   
   
9. The College will follow SUNY guidelines for records retention and disposition.