Lewis & Clark College is committed to providing an academic environment free of all forms of harassment and discrimination and where all faculty, staff, students, and guests are treated with respect, dignity, and kindness. The Harassment Discrimination Prevention (includes Title IX) and Diversity: Inclusion in the Modern Workplace, and FERPA training modules provide information and knowledge which creates a common understanding of acceptable behavior.
All new faculty and staff are required to successfully complete the The Harassment Discrimination Prevention (includes Title IX)and Diversity: Inclusion in the Modern Workplace modules within 30 days. Faculty and staff will receive a link via email to the training module. Each self-paced module takes approximately 45 minutes to complete.
Additionally any faculty or staff working with student information, records or documentation are required to successfully complete the FERPA training module.
Workplace Accommodations Notice
Lewis & Clark is an equal opportunity employer and does not discriminate on the basis of race, religion, color, sex, age, national origin, disability, veteran status, sexual orientation, gender identity, gender expression or any other classification protected by law.
Lewis & Clark will make reasonable accommodations for known physical or mental disabilities of an applicant or employee as well as known limitations related to pregnancy, childbirth or a related medical condition, such as lactation, unless the accommodation would cause an undue hardship. Among other possibilities, reasonable accommodations could include:
- Acquisition or modification of equipment or devices;
- More frequent or longer break periods or periodic rest;
- Assistance with manual labor; or
- Modification of work schedules or job assignments.
Employees and job applicants have a right to be free from unlawful discrimination and retaliation
For this reason, Lewis & Clark will not:
- Deny employment opportunities on the basis of a need for reasonable accommodation
- Deny reasonable accommodation for known limitations, unless the accommodation would cause an undue hardship.
- Take an adverse employment action, discriminate or retaliate because the applicant or employee has inquired about, requested or used a reasonable accommodation.
- Require an applicant or an employee to accept an accommodation that is unnecessary.
- Require an employee to take family leave or any other leave, if the employer can make reasonable accommodation instead.
To request an accommodation or to discuss concerns or questions about this notice, please contact Matt Cook, HR Generalist & Benefits Manager in the human resources department at firstname.lastname@example.org or 503-768-6237
If you have any questions please contact the Human Resources department at email@example.com or 503-768-6235.