Employee Accommodations and Supports

Dartmouth strives to ensure full access and equal participation in all its offerings, including our workforce. When employees need alternate ways of access due to barriers in the environment, Dartmouth has developed a process to request accommodations by the employee and visitor communities.  

Employee Accommodations

Dartmouth College is committed to providing reasonable accommodations to individuals with disabilities to ensure equal access to employment opportunities. The Division of Institutional Diversity & Equity (OIDE) is responsible for the provision of reasonable accommodations for faculty, staff, student employees, and applicants for employment who seek reasonable accommodation in their jobs or the job application process due to a documented disability.

The Associate Director for ADA Compliance receives requests for workplace accommodations and makes recommendations for all employees. Along with the ADA/504 Coordinator, the Associate Director for ADA Compliance 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, job duties, 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 Associate Director of ADA Compliance. The Associate Director of ADA Compliance determines reasonable accommodations and coordinates the provision of disability-related accommodations with specific departments as needed.

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 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 Associate Director of ADA Compliance. It should not be given to your supervisor.  


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

Paul B. Harwell, ADA/504 Coordinator
Division of Institutional Diversity & Equity (IDE)
Telephone: 603.646.3920
Email: Paul.B.Harwell@Dartmouth.edu

COVID 19 Vaccination Exemptions for Employees

Dartmouth recognizes employees may have a medical or religious need that warrants exception from the COVID 10 Vaccine Requirement for employment eligibility.  In order to request an exemption for either reason employees need to complete the COVID 19 Exemption form:

Employees requesting an exemption due to religious reasons will need to complete the form in its entirety and provide a rationale as to what about their sincerely held beliefs or practices prevents them from receiving the vaccine. 

Employees seeking an exemption due to medical reasons should complete the form and send medical documentation to ADA Institutional Diversity and Equity .  The documentation must come from a licensed treating clinician often via a letter that indicates in their medical opinion the employee should not receive the vaccination(s) for COVID 19. 

Any questions or concerns about this process should be directed to Linda Sullivan or Paul Harwell.