Teachers College (“TC”) as an employer is committed to providing reasonable accommodations to its employees for the categories listed below that will allow them to perform the essential functions/requirements of their job, so long as such accommodations do not cause undue hardship in the conduct of TC’s business.
The New York City Human Rights Law requires NYC employers to engage in a "cooperative dialogue" with employees who may be entitled to reasonable accommodations related to:
Cooperative Dialogue: The process by which an employer and employee engage in good faith in a written or oral dialogue concerning an employee’s accommodation needs; potential accommodations that may address the employee’s accommodation needs, including alternatives to a requested accommodation; and the difficulties that such potential accommodations may pose for the employer.
Disability: Any physical, medical, mental, or psychological impairment, or a history or record of such impairment, including a full range of sensory, mental, physical mobility, developmental, learning, and psychological disabilities—whether they are visible and apparent or not.
Reasonable Accommodation: An accommodation that can be made that does not cause undue hardship in the conduct of TC’s business.
Religion or Creed: Includes traditional, organized religions but also religious beliefs, including those that are new, uncommon, not part of a formal church or sect. All aspects of religious belief and observance that are sincerely held will be considered as part of this policy.
Undue Hardship: Significant expense or difficulty based on TC’s resources and circumstances in relationship to the cost or difficulty of providing a specific accommodation. Undue hardship may refer to financial difficulty in providing an accommodation or accommodations that are unduly expensive, substantial, disruptive, or that would fundamentally alter the nature or operation of TC’s business, or the essential functions of the employee’s job. Accommodations which significantly interfere with the safe or efficient operation of the workplace or with a bona fide seniority system will often present an undue hardship.
Steps to the Cooperative Dialogue Process
*The cooperative dialogue will be managed by the offices listed below, in collaboration with the employee’s supervisor(s) and the Office of Human Resources.
* Employees will consult with the Office of Human Resources to determine the impact an accommodation may have on their employee benefits, including vacation and personal time.
Making a Request for a Reasonable Accommodation
Requests for an accommodation related to a disability are to be made to:
The Office of Access and Services for Individuals with Disabilities (OASID)
Zankel Hall, Room 301
Deaf & Hard of Hearing Services:
Video phone: (646) 755-3144
Fax: (212) 678-3793
Requests for an accommodation related to:
(1) religious needs;
(2) pregnancy, childbirth or related medical condition, or
(3) needs as a victim of domestic violence, sexual offenses or stalking
are to be made to:
The Office for Diversity and Community Affairs
128 Zankel Hall
Responsible Office: Office of Human Resources
Effective Date: October 2018
Last Updated: October 2019
 This policy also applies to job applicants who TC learns require an accommodation related to the categories listed above.
 Supervisors and managers could indirectly learn of an employee’s accommodation need from another person (i.e. second hand). They could also indirectly learn of an employee’s accommodation need if they have knowledge that an employee’s performance at work is diminished or that their behavior at work could lead to an adverse employment action, and (2) there is a reasonable basis to believe that the issue is related to an accommodation need.