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Skidmore College
Skidmore College Employee Handbook for Staff

Policies and Practices

Reasonable Accommodations for Employees and Applicants

In furtherance of Skidmore College’s commitment to inclusion and equal employment opportunity for all, the College will work with employees and applicants for employment to make reasonable accommodations to ensure that employees do not face unfair limitations in the workplace or during the application and hiring process due to disabilities, pregnancy-related conditions, sincerely held religious beliefs or by virtue of their status as a victim of domestic violence, sex offenses or stalking. 

A. Individuals with Disabilities and Pregnancy-Related Conditions

Skidmore College will work to reasonably accommodate qualified individuals with known disabilities or pregnancy-related conditions unless doing so would create an undue hardship on the College.  Any qualified applicant or employee with a disability or pregnancy-related condition who requires an accommodation to perform the essential functions of the job should contact the Assistant Director of Employment and Workforce Diversity (ADEWD) and request an accommodation. 

After receiving a request for accommodation, the College will engage in an interactive process with the employee or applicant to determine the precise limitations of the medical condition and explore potential reasonable accommodations that could overcome those limitations.  To assist in this process, College may request medical documentation to support an employee or applicant’s request for accommodation.  Requests for documentation will be limited to information regarding the nature of the medical condition, the functional limitations, the need for accommodation and the anticipated duration of the medical condition and need for accommodation.  The reasonable accommodation process requires active participation by the College and employee or applicant, and failure to provide this information to the College may result in a delay or denial of a request for accommodation.  The College encourages employees and applicants to suggest specific reasonable accommodations that will allow them to perform their job or participate in the College’s application and hiring process.  However, the College is not required to make the specific accommodation requested and may provide an alternative accommodation.

Requests for service animals as a reasonable accommodation should be made in accordance with this policy.  Additional information regarding service animals as a reasonable accommodation is available here

B. Religious Beliefs

Skidmore College respects the religious beliefs and practices of all employees.  If an employee’s religious beliefs or practices conflict with an aspect of their job, the College will work with the employee to determine an accommodation that will eliminate the conflict, if possible to do so without causing an undue hardship on the College. 

To request an accommodation, employees are encouraged to contact the ADEWD, who will work with the employee to arrive at an accommodation for their sincerely held religious beliefs.   

C. Victims of Domestic Violence, Sex Offenses or Stalking

Skidmore College supports victims of domestic violence, sex offenses and stalking and encourages any employee who is a victim of domestic violence, sex offenses and/or stalking to seek help.  To ensure an employee’s job does not stand in the way of their safety and wellbeing, the College will provide reasonable accommodations to victims of domestic violence, sex offenses or stalking unless doing so would create an undue hardship on the College. 

Reasonable accommodations may include modifications or adjustments that allow an employee who is a victim of domestic violence, sex offenses, and/or stalking to satisfy the essential requirements of their job.  Depending on the circumstances, accommodation also may include time off from work for reasons such as:

  • seeking medical attention for injuries caused by domestic violence, including for a child who is a victim of domestic violence (provided that the employee is not the perpetrator of the domestic violence against the child);
  • obtaining services from a domestic violence shelter, program, or rape crisis center as a result of domestic violence;
  • obtaining psychological counseling related to an incident or incidents of domestic violence, including for a child who is a victim of domestic violence (provided that the employee is not the perpetrator of the domestic violence against the child);
  • participating in safety planning and taking other actions to increase safety from future incidents of domestic violence, including temporary or permanent relocation; or
  • obtaining legal services, assisting in the prosecution of the offense, or appearing in court in relation to the incident or incidents of domestic violence.

Employees should contact the ADEWD to request an accommodation. 

D. Confidentiality

The College will protect the privacy of any employee who makes a request for accommodation under this policy.  Any medical documentation submitted as part of the College’s reasonable accommodation process will be maintained confidential and separate from an employee’s personnel file.

E. Prohibition on Discrimination, Harassment or Retaliation

The College will not discriminate or retaliate against any employee for requesting an accommodation under this policy.  Any employee who experiences discrimination, harassment or retaliation based on a disability or pregnancy-related condition, a sincerely held religious belief, or their status as a victim of domestic violation, sex offense or stalking, including a request for accommodation, should report it immediately using the complaint procedure under the College’s Equal Employment Opportunity, Diversity and Anti-Harassment Policies and Procedures (for staff) or Part Six of the Faculty Handbook (for faculty).

For further information, please see the HR website.




If you have questions or require additional information with respect to any Handbook content, please contact Human Resources (extension 5800).

Section 5 - Updated June 2021