Common Terms

Applicant Pool Statistics

These statistics reflect the veteran and disability status of all applicants in an applicant pool. They are based on each applicant's self-reported demographics.

Disability

As defined by the Americans with Disabilities Act, a "person with a disability" is someone with a physical or mental impairment that substantially limits one or more major life activities, such as walking, seeing, hearing, or concentrating. The documentation provided regarding the disability diagnosis must demonstrate a disability covered under Section 504 of the Rehabilitation Act of 1973 and Title II of the Americans with Disabilities Act (ADA) of 1990, amended as of 2008.

See also "Individual with a Disability."

Discrimination

An intentional or unintentional act that adversely affects employment opportunities because of race, color, religion, sex, disability, marital status, national origin, or other factors such as age

Documentation

Required before any accommodation can be offered, documentation of disability should consist of an evaluation by an appropriate professional.

A clear statement of the diagnosis, the basis for the diagnosis, and the current impact of the disability as it relates to the accommodation request must be included.

Election Process

Any measure, combination of measures, or procedure used as a basis for any employment decision.

The election process commonly consists of minimum qualifications, test(s), an employment interview, and a probationary period.

Equal Employment Opportunity (EEO)

Attempts to ensure that all applicants and employees have a fair opportunity in the hiring process and in competing for promotions and equal access to training/professional development opportunities.

EEO: Good-Faith Efforts

Specific actions taken and documented by an employer to meet affirmative action goals or deliver a successful affirmative action program.

EEO: Protected Class

Groups that are specifically protected against employment discrimination.

EEO: Reasonable Accommodation

Any change to a job, the work environment, or the way things are usually done that allows a qualified individual with a disability to apply for a job, perform job functions, or enjoy equal access to benefits available to other individuals in the workplace.

Emory University is required by law to provide reasonable accommodations to qualified individuals with disabilities, unless doing so would impose an undue hardship to the institution.

EEO: Rehabilitation Act of 1973

Prohibits discrimination in programs receiving federal funds on the basis of disability

EEO: Section 503

Requires affirmative action be taken to provide employment opportunities for qualified persons with disabilities by employers receiving $2,500 or more in federal funds.

EEO: Section 504

Prohibits discrimination on the basis of disability in programs receiving federal funds, and requires reasonable accommodation of qualified persons with disabilities except in cases where undue hardship is shown.

Hardship

An accommodation imposes an undue hardship on the university if it constitutes an undue financial and administrative burden on the university, or it requires a fundamental alteration in the nature of the program.

An employer does not have to provide an accommodation if doing so would cause an undue hardship to the employer.

Individual with a Disability

Any person who:

• Has a physical or mental impairment that substantially limits one or more major life activities
• Has a record of such impairment, or
• Is regarded as having such an impairment

Legally, any physical impairment that substantially limits any major life activities or substantially limits operation of any major bodily functions or organs is considered to be a disability.

See also "Disability."

Modification

A modification changes instruction or requirements in order to remediate a skill deficit in one or more areas.

Section 503 Compliance

Emory is a federal contractor and is obligated to comply with federal laws and regulations regarding affirmative action for individuals with disabilities. These obligations include:

• Ensuring non discrimination against applicants or employees due to their status as an individual with a disability
• Developing and updating annually an affirmative action program for individuals with diasbilities
• Demonstrating outreach and good-faith efforts to eliminate underutilization
• Inviting applicants and employees to self identify status as an individual with a disability
• Establishing an aspirational utilization goal for individuals with a disability in each job group
• Including an EEO tagline on all job advertisements stating "disability"
• Providing notice of online accommodations process
• Engaging in targeting outreach efforts to attract qualified individuals with a disability
• Assessing external outreach and recruitment efforts
• Providing reasonable accommodations and tracking accommodation requests
• Reviewing physical and mental job requirements in job descriptions to ensure they are job related and consistent with job necessity

Sexual Harassment

Unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature constitute sexual harassment when:

• Submission to the conduct is either an explicit or implicit term or condition of employment;
• Submission to or rejection of the conduct is used as a basis for employment affecting the person rejecting or submitting to the conduct; or
• The conduct has the purpose or effect of unreasonably interfering with an affected person's work performance or creating an intimidating, hostile, or offensive work environment.

Social Justice

An inclusive and diverse community that challenges injustice, affords equitable access to resources and affirms and appreciates our differences as members of the Emory community.

Title VII (Civil Rights Act of 1964)

Civil rights legislation that outlawed employment discrimination on the basis of race, color, religion, sex, or national origin.

This legislation also ended unequal application of voter registration requirements and racial segregation in schools, the workplace, and facilities that served the general public.

Title IX (of the 1972 Educational Amendments to the Higher Education Act)

Prohibits sex discrimination in educational institutions receiving federal funds and covers programs and activities including student loans and scholarships, access to courses, housing, health services, athletics, career services, and publications.

Veteran

A person who served in the Armed Forces of the United States during a period specified and was honorably discharged or released under honorable circumstances. Armed Forces is defined as the Army, Navy, Marine Corps, Air Force, and Coast Guard, including all components thereof, and the National Guard when in the service of the United States pursuant to call as provided by law on a full-time active-duty basis, which does not include active duty for training purposes.

Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) Compliance

Prohibits discrimination against veterans with a disability, recently separated veterans, active-duty wartime or campaign-badge veterans, and Armed Forces Services Medal veterans.

VEVRAA requires covered contractors to undertake affirmative action to attract, employ, and advance such protected veterans.

• Ensuring non discrimination against applicants or employees due to their status as a veteran
• Developing and updating annually an affirmative action program for veterans
• Demonstrating outreach and good-faith efforts to eliminate underutilization
• Inviting applicants and employees to self identify status as a veteran
• Establishing a hiring benchmark for protected veterans
• Including an EEO tagline on all job advertisements stating "veteran"
• Engaging in targeting outreach efforts to attract qualified veterans
• Assessing external outreach and recruitment efforts