PART 1: AUTHORITY AND PURPOSE

1. Authority: University administration is granted authority in accordance with policy RPM 3.25, to adopt and amend policies and take other necessary actions to ensure that qualified individuals with disabilities are protected from discrimination in hiring, promotion, discharge, pay, job training, and other aspects of employment. New Mexico State University (NMSU) is dedicated to providing equal opportunity through reasonable accommodations for qualified employees and applicants in accordance with state and federal laws.
2. Purpose: This policy establishes the framework for NMSU’s commitment to the process of providing reasonable accommodations due to disability for its employees and applicants. This policy does not address accommodations for students, see the Office of Student Life, Disability Access Services, https://sas.nmsu.edu/ or the Office of Institutional Equity, https://equity.nmsu.edu/home/pregnancy-accommodation.html.

PART 2: KEY POLICY STATEMENTS

1. The university is committed to engaging in the interactive process and providing reasonable accommodations to qualified university employees and applicants for positions in accordance with state and federal laws.
2. Qualified individuals with disabilities are protected from discrimination in hiring, promotion, discharge, pay, job training, fringe benefits, and other aspects of employment.
3. Accessibility to buildings, programs, and services will also be safeguarded to the extent that an undue financial hardship is not imposed on the university.
4. The university provides reasonable accommodation for temporary impairments, such as those resulting from pregnancy.

PART 3: KEY PROCESS ELEMENTS

1. The accommodation process begins when an employee (or applicant) communicates the need for an accommodation.  While a request for a reasonable accommodation need not be in writing or use words such as "ADA" or "disability", employees (or applicants) are encouraged to communicate proactively with their supervisor or Human Resources should they believe they have a need for an accommodation under the ADA.
2. The Request for Accommodation form is available through the Office of Human Resources and helps initiate and facilitate the interactive process.

PART 4: DEFINITIONS

1. A person with a disability is someone who: has a physical or mental impairment that substantially limits one or more major life activities; has a history or record of such an impairment (such as cancer that is in remission), or; is perceived by others as having such an impairment.
2. The interactive process is a flexible and collaborative communication between an employer and an employee (or applicant) aimed at identifying and implementing suitable reasonable accommodations that enable individuals with disabilities to perform essential job functions. This process involves a two-way conversation where both parties work together to find effective solutions.
3. Reasonable Accommodation is defined as any change or adjustment to a job or work environment that enables a qualified individual with a disability to participate in the job application process, perform essential job functions, or enjoy equal employment opportunities.

Related

Cross-Reference:

Office of Student Accessibility Services: https://sas.nmsu.edu/

Office of Human Resources: https://hr.nmsu.edu/accomodations-and-accessibility/accomodations-and-accessibility.html

Office of Institutional Equity, https://equity.nmsu.edu/home/pregnancy-accommodation.html.

RPM 3.25 – Equal Opportunity and Prohibition of Unlawful Discrimination

Revision History:

05/18/2026 Approved by President
2017 Recompilation, formerly Rule 3.30
07/21/2015 Amendment ratified by Board of Regents
06/24/2015 Provisionally amended by Chancellor