Employee Accessibility Resources



Table of Contents                                                                 Getting Started
     Frequently Asked Questions - Employees
     Frequently Asked Questions - Managers
Resolving Concerns or Appeals
Requests for Medical or Religious Exemption to the Vaccination Policy

Dartmouth Resources
Regional and National Resources

Dartmouth College is committed to providing reasonable accommodations to individuals with disabilities to ensure equal access to employment opportunities. The Office of Institutional Diversity & Equity (IDE) administers Dartmouth’s accommodation program for faculty, staff, student employees, and applicants for employment who seek accommodation in their jobs or the job application process due to a disability. The IDE Employment Accommodations Coordinator receives requests for workplace accommodations and recommends reasonable accommodations for all employees. 

Along with the ADA/504 Coordinator, the Employment Accommodations Coordinator also serves as a resource to departments and programs in providing accommodations to visitors and guests. This individual works with partners across the institution to promote an accessible and inclusive working environment.

A reasonable accommodation is any change or modification to the hiring process, a job, the work environment, or the way things are usually done that enables a qualified individual with a disability to apply for a job, perform the essential functions of a job, and enjoy benefits and privileges of employment equal to those without disabilities, without causing significant difficulty or disruption in the workplace or posing a health or safety threat.

Getting Started

Accommodations are determined on an individual basis through an interactive and collaborative process that includes the employee, the employee’s supervisor and the Employment Accommodations Coordinator who consults with the employing unit and others, as appropriate. The Employment Accommodations Coordinator determines reasonable accommodations and coordinates the provision of disability-related accommodations. 

In accordance with the Americans with Disabilities Amendments Act of 2008 (ADA), and Section 504 of the Rehabilitation Act (Section 504) documentation may be requested as part of the interactive process*. Such documentation (e.g., medical, psychoeducational, and/or psychological) should be sufficient to document the disability and the need for the accommodation. Information obtained during this process will be maintained and used in accordance with applicable confidentiality requirements.

*Disability-related information should only be shared with the Employment Accommodations Coordinator. It should not be given to supervisor. 

To begin the accommodation process or for further information, please contact:

Linda Sullivan, ADA/504 Coordinator
Office of Institutional Diversity & Equity (IDE)
Telephone: 603.646.3920
Email: Linda.M.Sullivan@Dartmouth.edu

Frequently Asked Questions – Employees
Frequently Asked Questions - Managers

Resolving Concerns or Appeals

Dartmouth is committed to providing equal opportunities for students, faculty, staff, and visitors with disabilities to access and participate in academic, social, cultural, and recreational programs at Dartmouth. This commitment is grounded not only in disability law, including Section 504 of the Rehabilitation Act of 1973 (Sections 504 and 508), the Americans with Disabilities Act of 1990 (ADA) and the ADA Amendments of 2008, but also in Dartmouth's commitment to diversity, equity, inclusion and belonging for all members of the academic community.

Dartmouth's ADA/504 Coordinator (ADAC) in the Office of Institutional Diversity and Equity (IDE) serves as the first point of contact for information about Dartmouth's Disability-Based Accommodation Appeals Procedures. 


Dartmouth encourages an efficient and informal resolution of concerns. In many instances, an informal process can resolve a disability-related accommodation concern in an efficient and expeditious manner. Individuals who have disability-related concerns may initially attempt to resolve matters by contacting the Campus Disability Authority to discuss the nature of the concern, factors to consider as part of the interactive process, and whether an alternative resolution process with the relevant individual or program can be engaged. 

Individuals who have been denied an accommodation by the Campus Disability Authority may contact Dartmouth's ADA/504 Coordinator (ADAC) in the Office of Institutional Diversity and Equity (IDE). 


Individuals who are not satisfied with the alternative resolution process or who wish to engage in a formal appeal of a decision or action without first seeking an informal resolution should contact Dartmouth's ADA/504 Coordinator who is responsible for responding to allegations of discrimination in the accommodation process. 

The accommodation appeal procedure is responsive to situations where there is a disagreement with any action, inaction, or decision resulting in a failure to implement an agreed-upon accommodation, the quality of the accommodation provided, the timeliness of the receipt of the accommodation, an accommodation denial, or any other accommodation-based claim.

To file a formal Disability Accommodation Appeal, contact Kristi Clemens, Assistant Vice President of Equity and Compliance and Title IX Coordinator, Kristi.L.Clemens@Dartmouth.edu.

Allegations of disability-related discrimination unrelated to the accommodation process are addressed through the Equal Opportunity Grievance Procedures in the Office of Institutional Diversity and Equity (IDE).

Requests for Medical or Religious Exemption to the Vaccination Policy

Effective June 23, 2021, all employees must be fully vaccinated against SARS-CoV-2, also known as COVID-19, including booster vaccine (if eligible).  Please see here for the full policy and procedure related to this requirement.

Any employee who is disabled, who is pregnant, who is a nursing mother, who has a qualifying medical condition that contraindicates the vaccination, or who objects to being vaccinated on the basis of sincerely held religious beliefs and practices, may request an exemption from the vaccination requirement.

Requests for Medical or Religious exemptions should be submitted to the Office of Institutional Diversity and Equity (IDE) by using this secure form

Medical Exemptions: Employees and appointees will be asked to provide appropriate documentation from their health care provider regarding the nature and extent of any impairment(s) that conflict with the vaccination requirement, and the duration of the need for an exemption under this policy as it relates to those impairments.

Religious Exemptions: Employees and appointees will be asked to provide a letter describing the basis for their request for a religious exemption from the vaccination requirement. 

Dartmouth Resources 

Regional and National Resources

    • Association on Higher Education and Disability (AHEAD)
      Through progressive, visionary leadership, grounded in social justice principles, AHEAD: develops, shares, and provides relevant knowledge; strategically engages in actions that enhance higher educational professionals' effectiveness; and advocates on behalf of its membership, their institutions, their work, and those they serve ensuring full, effective participation by individuals with disabilities in every aspect of the postsecondary experience.
    • Job Accommodation Network (JAN)
      The Job Accommodation Network (JAN) is the leading source of free, expert, and confidential guidance on workplace accommodations and disability employment issues provided by the U.S. Department of Labor's Office of Disability Employment Policy (ODEP).

    • New England ADA Center
      The New England ADA Center is one of 10 regional ADA Centers comprising the ADA National Network. The Center serves Maine, New Hampshire, Vermont, Massachusetts, Connecticut, and Rhode Island. Since 1991, the ADA National Network has provided information, guidance, and training on the Americans with Disabilities Act (ADA), tailored to meet the needs of business, government, and individuals at local, regional, and national levels. 

  • New Hampshire Commission for Human Rights
    The New Hampshire Commission for Human Rights is a state agency established by RSA 354-A for the purpose of enforcement of the law against discrimination in employment, public accommodations and the sale or rental of housing or commercial property, because of age, sex, sexual orientation, gender identity, race, creed, color, marital status, familial status, physical or mental disability or national origin. The commission has the power to receive, investigate and make findings on complaints of illegal discrimination and to hold public hearings. In addition, the Commission is committed to eliminating discrimination through outreach, training, research and education.
  • US Department of Justice, Civil Rights Division, Disability Rights Section: A Guide to Disability Rights Laws
    This guide provides an overview of Federal civil rights laws that ensure equal opportunity for people with disabilities.
  • U.S. Equal Employment Opportunity Commission (EEOC)
    The EEOC is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy, transgender status, and sexual orientation), national origin, age (40 or older), disability, or genetic information.


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