Policy on Reasonable Accommodations for Students with Disabilities
Columbia College prohibits unlawful discrimination against qualified students with disabilities and encourages their full participation within the College Community. All faculty, staff and administrators will actively support students with disabilities in all educational programs, services, and activities, in cases where such support is readily achievable and is not an undue burden.
Columbia College policy, in accordance with Section 504 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act, defines a qualified student with a disability as "any person who is regarded as having such an impairment, and (a) who meets the academic and technical standards requisite for admission to or participation in the College's programs, and (b) who has a documented physical or mental impairment that substantially limits one or more major life activities."
[Columbia College Policy on Reasonable Accommodations for Students with Disabilities]
Americans with Disabilities Act
Columbia College supports individuals with disabilities and is committed to helping disabled individuals overcome workplace barriers. In addition, Columbia College does not discriminate against qualified individuals with disabilities in employment decisions or in any terms or conditions of employment. A disabled employee who believes that he/she requires an accommodation to perform his/her duties should contact his/her supervisor, the ADA Coordinator, and the Human Resources Department regarding the need for an accommodation. An applicant with a disability who believes an accommodation is necessary to complete the application process should contact the Human Resources Department. The institution will engage with employees and qualified applicants with disabilities to determine appropriate, reasonable accommodations in compliance with all applicable local, state and federal laws. Accommodations will be consistent with the essential functions of the position. Columbia College may require medical documentation from employees and/or applicants related to a request for accommodation.