The College has recognized its legal obligation to make reasonable accommodations designed to provide overall accessibility and equal opportunity for qualified employees and applicants for employment with disabilities.

The College seeks to accommodate qualified persons with disabilities on an individual basis. Individuals are provided reasonable and necessary accommodations based upon specific information and assessment data documented by a qualified professional.

Scope

This policy applies to employees and applicants for employment.

Definitions

Applicant for Employment – Refers to any person who applies for an open job position with the College.

Disability–A “disability” is defined as: 1) a “physical or mental impairment” that “substantially limits” one or more of the “major life activities” of an individual; 2) a record of such impairment; or 3) the perception that one has such impairment.

Administrative Rules

Nondiscrimination

Employment, admissions and educational decisions are based on merit, qualifications, and competence. It is the intent of the College to provide equal opportunities for minorities, women, and disabled individuals.

The College’s employment practices include all aspects of hiring, promotion, assignment, discharge and other terms and conditions of employment.

The College’s admissions and educational practices include all aspects of admissions, orientation, student employment, housing, academic and student programs, discipline and other terms and conditions of enrollment.

Requesting Accommodations

The College provides reasonable accommodations necessary to afford equal opportunity in employment for qualified individuals with professionally verified disabilities. These accommodations will be provided in the most integrated setting appropriate to the individual’s needs. Any qualified employee or applicant for employment with a disability may request a reasonable accommodation in order to perform the requisite job requirements.

Information as to the existence and location of services, activities and facilities that are accessible to and usable by qualified employees and applicants for employment with disabilities may be requested from any of the Employee Disabilities Services Coordinators: (See Tabs Below) 

Employment Application Process
  1. The College does not discriminate on the basis of a disability in the employment application process.
  2. Any information concerning an applicant’s disability provided during the selection process is on a voluntary or optional basis. The College maintains this information solely for the purpose of its affirmative action efforts in providing equal employment opportunity to individuals with disabilities.
  3. No limitations will be placed on the number or proportion of persons with disabilities who may be employed.
  4. When assessing the qualifications of any applicant, relevant factors including education, training, skills, work experience, and any other pertinent information that the applicant supplies are considered.
  5. After selection for employment, the College invites and encourages voluntary self-identification by individuals with disabilities for purposes of verifying the disability and identifying the reasonable accommodations that the College may provide to the employee. The College strives to determine the accommodations to be provided before the self identifying employee begins employment in an effort to have accommodations in place when the employee commences work.
Training and Development Programs

Employees with disabilities shall have the opportunity to participate in the College’s training and development programs and activities if they qualify for such programs.

Performance Evaluations

To the extent necessary to accommodate an employee with a particular disability, and to the extent deemed reasonable and consistent with the essential job functions and expectations, performance evaluations, and other procedures for evaluating an employee’s successful job performance will be adapted and administered so as to minimize the effect of the disability and accurately measure the employee’s performance of the essential job functions.

Benefits

In providing employee benefits to qualified individuals, the College may not provide lesser benefits, limit eligibility for benefits, or otherwise discriminate on the basis of disability.

Physical Location of Work Stations

The location of work stations within the physical plant will provide equal access to mobility and/or visually impaired employees to the extent reasonably possible.

The College will strive to incorporate principles of barrier free design in the renovation of existing buildings or facilities.

Important Contacts: (See Tabs Below)

Essential Elements Applicable to all Institutional Policies

Responsibilities

It is the responsibility of all employees and students to know and comply with this policy and all applicable laws and public ordinances. Further, employees and students are expected to review the proscribed conduct set forth in this policy, as well as, any associated division or department-specific procedures that describe policy implementation practices to ensure a clear understanding of the College’s expectations.

Disciplinary Action

Employees or students found to have conducted themselves in a manner prohibited by this policy may be subject to disciplinary action up to and including termination of employment and/or dismissal as a student.

Reporting Noncompliance

Filing a Report

Employees And Students 

Employees, students or any other member of the College community should report allegations of noncompliance with this policy to the Office of Institutional Compliance and Quality Assurance through one of the designated individuals named below.

College Officials 

Supervisors, administrators or any other College officials who witness; are directly advised of; or become aware of allegations of noncompliance with this policy are to immediately advise one of the designated individuals named below.

Palmer College of Chiropractic
Earlye Adams Julien, PHR, M.S. Ed., CQIA
Senior Director for Institutional Compliance & Organizational Development
1000 Brady Street
Davenport, IA 52803-5214
phone: (563) 884-5476
earlye.julien@palmer.edu 

Palmer College of Chiropractic
Lori Larsen, B.A., Lead Coordinator
Also Serving as Compliance Coordinator
Office of Adjudication
1000 Brady Street
Davenport, IA 52803-5214
(563) 884-5246 or (800) 722-2586
lori.larsen@palmer.edu 

Palmer College of Chiropractic
William DuMonthier, D.C., Dean of Student Academic Affairs
Also Serving as Compliance Coordinator
Office of Student Academic Affairs
90 E. Tasman Drive
San Jose, CA 95134-1617
(408) 944-6062
william.dumonthier@palmer.edu 

Palmer College of Chiropractic
Cheryl Shaw, B.S., Human Resources Manager
Also Serving as Compliance Coordinator
4777 City Center Parkway
Port Orange, FL 32129-4153
(386) 763-2665
cheryl.shaw@palmer.edu 

Confidentiality 

The College shall maintain the confidentiality of the information they receive, except where disclosure is required by law, policy or is necessary to facilitate legitimate College processes, including the investigation and resolution of allegations.

The identity of participants in an investigation shall be maintained in confidence subject to the same limitations above.

Individuals who have reported questionable behavior or who have initiated or participated in the complaint procedures available are advised their identity may be known for reasons beyond the control of college officials or investigators.

Anonymity 

Because of the inherent difficulty in investigating and resolving allegations from unidentified persons, the College discourages individuals from making anonymous reports of improper conduct. However, should the College receive an anonymous report, such report will be reviewed to determine the appropriateness and/or feasibility of a response.

Retaliation 

The College strictly prohibits retaliation or reprisal of any kind against an individual who has reported questionable behavior or who has initiated or participated in the complaint procedures available. Allegations of retaliation shall constitute separate grounds upon which a complaint may be raised under this policy.

Reporting False Claims 

Any individual who makes a claim under this policy in bad faith, or knows or has reason to know that such claim is false or materially inaccurate, shall be subject to disciplinary action up to and including termination.

Investigations

The College may determine an allegation of noncompliance with this policy requires an investigation. No one other than the appointed investigator will be allowed to conduct an investigation on behalf of the College. The College may impose any appropriate measures on an interim basis where there is a reasonable cause to believe that such action is needed for the health, safety or welfare of members of the College community or to avoid disruption to the work/educational environment including student suspension or employee administrative leave pending the outcome of an investigation.

Violation of Law and College Policies

Noncompliance with the College’s policies includes any behaviors covered under applicable laws. Individuals engaging in illegal activities may subject themselves to criminal penalties under the law.

Disciplinary proceedings may be instituted against an individual that potentially violates both the criminal law and the College’s policies (that is, if both possible violations result from the same factual situation) without regard to the pendency of civil or criminal litigation. Proceedings under this policy may be carried out prior to, simultaneously with, or following a civil or criminal proceeding at the discretion of the Chief of Compliance or designee. Determinations made or disciplinary actions imposed under this policy shall not be subject to change because criminal charges arising out of the same facts giving rise to violation of the College’s policies were dismissed, reduced or resolved in favor of or against the criminal law defendant.

When a student or employee is charged by federal, state or local authorities with a violation of law, the College will not request or agree to special consideration for that individual because of his or her status as a student or employee with the College. If the alleged offense is also being processed under College policy, the College may advise legal authorities of the existence of the College’s policies and how such matters are typically handled within the College community.

Davenport, Iowa, Campus

Michelle Walker, Senior Director
Also Serving as Employee Disabilities Services Coordinator
Office of Human Resources
1000 Brady Street
Davenport, IA 52803
(563) 884-5866
michelle.walker@palmer.edu 

San Jose, Calif., Campus

William DuMonthier, D.C., Dean of Student Academic Affairs
Also Serving as Employee Disabilities Services Coordinator
Office of Student Academic Affairs
90 E. Tasman Drive
San Jose, CA 95134
(408) 944-6062
william.dumonthier@palmer.edu 

Port Orange, Fla., Campus

Cheryl Shaw, Human Resources Coordinator
Serving as Employee Disabilities Services Coordinator
4777 City Center Parkway
Port Orange, FL 32129-4153
(386) 763-2665
cheryl.shaw@palmer.edu 

Contact Us

Davenport, Iowa, Campus
Student Services
(563) 884-5857

San Jose, Calif., Campus
Student Services
(408) 944-6020

Port Orange, Fla., Campus
Student Services
(386) 763-2724

Student Announcements
Yellow Ribbon Program
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