Individuals with disabilities
UWL's Office of Affirmative Action is now Equity & Affirmative Action! This change is intended to better reflect the scope of services and expertise we offer the campus community, and our role in advancing UWL's strategic goals.
UWL Sexual Misconduct Info Page: For the most current information on UWL's efforts to prevent and respond to sexual harassment, sexual assault, and other forms of gender-based discrimination, please go to www.uwlax.edu/sexual-misconduct.
The UWL Policy Against Discrimination, Harassment, Sexual Misconduct, and Retaliation can be viewed here: DiscriminationPolicy.pdf
The Policy and Guidelines Applying to Nondiscrimination on the Basis of Disability was approved by the UW System Board of Regents on July 8, 1988:
It shall be the policy of the Board of Regents of the University of Wisconsin to ensure that no qualified person shall solely be reason of disability, denied access to, participation in, or the benefits of any program or activity operated by the University of Wisconsin System. Each qualified person shall receive the accommodations needed to ensure equal access to educational opportunities, programs and activities in the most integrated setting possible.
Questions regarding accommodations on students with disabilities should be referred to the ACCESS Center.
Human Resources is the first point of contact for employees with disabilities who have questions regarding reasonable accommodations in the workplace. Complaints of discrimination on the basis of disability should be directed to the Office of Equity & Affirmative Action and will be investigated pursuant to UWL's Policy against Discrimination, Discriminatory Harassment, Sexual Misconduct, and Retaliation.
Reasonable Accommodations: It is the policy of UWL to provide reasonable accommodations for qualified individuals with disabilities who are employees or applicants for employment. UW-La Crosse will adhere to all applicable federal and state laws, regulations, and guidelines with respect to providing reasonable accommodations as required to afford equal employment opportunity to qualified disabled individuals. Reasonable accommodations will be provided in a timely and cost effective manner. Employment opportunities shall not be denied because of the need to make reasonable accommodations to an individual's disability. Questions regarding this policy can be directed to the ADA Coordinator in Human Resources, 144 Graff Main Hall.
Grievance Procedures: UWL has internal grievance procedures for prompt and equitable resolution of complaints alleging any action prohibited by the Americans with Disability Act (ADA), Sections 504 or 503 of the Rehabilitation Act of 1973 as amended. Title II of the ADA states that, "no otherwise qualified disabled individual shall, solely by reason of such disability, be excluded from participation in, be denied the benefits of, or be subjected to discrimination" in employment or conditions of employment, or in programs of activities sponsored by a public entity. Section 504 prohibits discrimination on the basis of disability in any program or activity that receives federal financial assistance. Section 503 prohibits discrimination in all aspects of employment against person with disabilities, who with reasonable accommodation, can perform the essential job functions.
Click here to learn more about UWL's Individuals With Disabilities Advisory Committee
XVII. Affirmative action program for Vietnam era veterans, disabled veterans, and individuals with disabilities
41 C.F.R. § 60-250 and § 60-741
Vietnam Era Readjustment Act (41 C.F.R. § 60-250)
UW-La Crosse strives to comply in all respects with Title 41, Part 60-250, regarding the implementation of 38 U.S.C. §4212 of the Vietnam Era Readjustment Act of 1974 to employ and advance in employment qualified disabled veterans and Vietnam era veterans.
Section 504 of the Rehabilitation Act of 1973, the Americans with Disabilities Act of 1990
(41 C.F.R. § 60-741)
UW-La Crosse strives to comply in all respects with Title 41, Part 60-741, regarding the implementation of Section 504 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act of 1990 to employ and advance in employment qualified individuals with disabilities.