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To document the process for determining and implementing reasonable adjustments for a member of the University with a disability or health condition to enable them to fully participate in the University environment on the same basis as other members of the University without a disability or health condition.

Responsible Officer: Vice-President (Enterprise)
Implementation Officer: Director, Equity and Diversity Unit

First approved by:
Vice-Chancellor on 1 November 2012

Amendments approved by:
PVC (P&I) on 27 October 2014
(RO to VP (E))





Making Reasonable Adjustments for a Member of the University with a Disability or Health Condition Procedure


This procedure was approved by the Vice-Chancellor on 1 November 2012 and incorporates all amendments to 27 October 2014.
This document is pursuant to the Equity and Diversity Policy.
PURPOSE

To document the process for determining and implementing reasonable adjustments for a member of the University with a disability or health condition to enable them to fully participate in the University environment on the same basis as other members of the University without a disability or health condition.

SCOPE

This applies throughout the University.

DEFINITIONS

Adjustment: an individual measure or action taken by the University that has the effect of assisting a member of the University to participate in the University environment.

Disability: as defined in the Disability Discrimination Act 1992 (Cth) and includes physical, intellectual, psychiatric, sensory, neurological and learning disabilities, physical disfigurement and the presence in the body of disease-causing organisms. It also includes conditions which are permanent or temporary, conditions that people have now, had in the past, may have in the future or which they are believed to have. It also includes people who care for people with disability or health conditions.

Member of the University: any person within section 4(3) of the Deakin University Act 2009 (Vic) and includes the Council; staff, graduates; students; emeritus professors of the University and, for the purposes of this policy, includes students who are enrolled in one or more units, prospective students and staff.

Reasonable adjustment: an adjustment that balances the interests of all parties affected and does not cause the University unjustifiable hardship as defined in the Disability Discrimination Act 1992 (Cth).

PROCEDURE

Disclosing a disability or health condition

1Members of the University are not required or obliged to disclose a disability or health condition; however, the University cannot make individual adjustments for members of the University who do not disclose their disability or health condition.
2If a member of the University thinks they require individual adjustments, they are encouraged to disclose their disability or health condition as early as possible to the relevant manager, Faculty or organisational area to assess need and recommend adjustments.
3Any disability or health condition disclosure will be treated confidentially in accordance with the University’s Privacy Policy.
4Members of the University can contact the Disability Resource Centre for advice and information on disability or health condition legislative obligations, adjustments and funding options.
5Members of the University who are unable to discuss their disability or health condition directly with the relevant manager, Faculty or organisational area can contact the Disability Resource Centre. The Disability Resource Centre may assess need and recommend adjustments.
6A member of the University with a disability or health condition can bring a support person to any meeting about their disability or health condition-related adjustments.
Assessing need and determining adjustments
7To assess need and recommend adjustments that are required and reasonable, the relevant manager, Faculty or organisational area, and the member of the University with the disability or health condition will consider:
a. the individual’s description of their disability or health condition and their views on adjustments
b. current documentation from the individual’s relevant health care professional about their disability or health condition, including the impact of the disability or health condition on their ability to participate in the University environment and any recommendations for adjustments
c. the inherent academic, work or role requirements
d. the effect of the adjustment on the individual with a disability or health condition, including the effect on their ability to:
    1. meet the inherent academic, work or role requirements; and
    2. participate fully in the University environment
e. any implications of the proposed adjustment on anyone else including other members of the University
f. the cost, if any, and the benefits of making the adjustment.
8The relevant manager, Faculty or organisational area will determine the reasonable adjustment to be implemented.
Implementing reasonable adjustments
9The relevant manager, Faculty or organisational area will document the individual reasonable adjustment and make details available within a reasonable period to:
a. the member of the University with the disability or health condition; and
b. the relevant person, Faculty or organisational area involved in the implementation of the adjustment.
10The relevant manager, Faculty or organisational area must implement any reasonable adjustment in a timely manner.
11The relevant manager, Faculty or organisational area required to implement the adjustment is responsible for any costs associated with the adjustments. The relevant manager should contact Equity and Diversity if the adjustment exceeds the resources of the cost-centre.
Reviewing reasonable adjustments
12Individual reasonable adjustments are reviewed annually or as required by the member of the University with the disability or health condition or the relevant manager, Faculty or organisational area.
ASSOCIATED INFORMATION

Assessment (Higher Education Courses) Procedure
Deakin University Act 2009 (Vic)
Deakin University Disability Action Plan
Disability Discrimination Act 1992 (Cth)
Discrimination or Sexual Harassment Complaints by Staff Members and Associates Procedure
Equity and Diversity Policy
Flexible Work Arrangements Procedure
Privacy Policy
Staff with Disability Workplace Adjustment Guidelines
Student Complaints Resolution Procedure



Printed copies of this document may not be current. Please refer to The Guide for the most recent version.
Deakin University 2015