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Â鶹´«Ã½ prohibits discrimination based on disability in admissions, employment, housing, services, and educational programs. The Director of ADA Compliance/ADA Coordinator is designated as the Section 504 Coordinator, responsible for ensuring compliance with Section 504 of the Rehabilitation Act, the Americans with Disabilities Act (ADA), and applicable federal and state regulations. The purpose of a disability grievance is to alert the proper overseers of a failure to accommodate, assess, and apply remedies.

Disability grievances should be filed as soon as possible after the grievant becomes aware of the alleged violation.

In the case of a grievance involving academic accommodations, students are encouraged to first follow AccessibleNU's informal appeal process before filing a grievance with OCR. However, students may opt to go straight to OCR.

What is a Disability Grievance for?

The University has established grievance procedures to address complaints of failure to accommodate, disagreement with accommodation determinations, and/or discriminatory treatment during the accommodation process.

These procedures apply to staff, faculty, students, applicants, vendors, contractors, and third parties.

A complaint is referred to as a "grievance," and the individual filing the grievance is the "grievant," while the individual against whom the grievance is made is the "respondent." These procedures aim to protect the rights of all parties, ensure due process, and ensure compliance with the ADA and Section 504.

Who can file a Disability Grievance?

If the person experienced discrimination or harassment and would like to pursue an investigation into conduct, they may report the alleged violation to the university. Students, faculty, or campus visitors who experience the following may file a disability grievance with the Office of Civil Rights and Title IX Compliance (OCR):

1. Failure to accommodate – namely, an approved accommodation is not properly implemented or implemented at all;
2. Disagreement with a determination made by an office handling accommodations;
3. Concerns about discriminatory treatment during the interactive accommodation process.