Americans with Disabilities Act (ADA)
The College is committed to full compliance with the Americans with Disabilities Act (ADA). In order for the College to meet this commitment, it is the responsibility of the employee to notify the immediate supervisor and the Human Resources Administrator, in writing, of any special accommodation which may be required. The College also requires your participation in discussing the accommodation and possible alternatives.
The Office of Disability Support Services (DSS) provides assistance to students, who qualify for reasonable accommodation under the Americans with Disabilities Act (ADA), and Sections 504 and 508 of the Rehabilitation Act. Reasonable accommodations may be granted, based upon verification with appropriate documentation, for chronic illnesses, neurological conditions, learning disabilities, psychiatric illnesses, mobility impairments, and other conditions or impairments that limit one or more of life's major activities. Please refer to the College's Documentation Guidelines and the DSS' Policies and Procedures Manual for specific information on requesting reasonable accommodations.
Equal Opportunity and Affirmative Action Policy
The College employs qualified persons and provides equal opportunities for the advancement of employees. The College employs, promotes, transfers, reclassifies, and trains in a manner which will not discriminate against any person because of race, color, religion, gender, gender identity, sex, sexual orientation, national origin, physical or mental disability, age, or status as a veteran, per the College EEO/AA policies. The College is committed to providing a work environment free of discrimination.
If you believe you have been discriminated against or harassed by a coworker, supervisor, or agent of the College, you should promptly report the facts of the occurrence and the names of the individuals involved to your supervisor, the Human Resources Administrator, or an Affirmative Action Officer. Your Supervisor, Human Resources Administrator, or Affirmative Action Officer will look into all reported occurrences and take the appropriate corrective action, if necessary.
The College will not tolerate harassment based on race, color, religion, gender, gender identity, sex, sexual orientation, national origin, physical or mental disability, age, or status as a veteran, and/or opposition to prohibited discrimination or participation in this or any other complaint procedure. This prohibition covers harassment against any Ivy Tech employee by anyone (supervisors, co-workers, students, or non-employees) in or related to an Ivy Tech campus. The policy prohibiting harassment includes adverse treatment of employees because they report harassment or provide information related to such complaints. (Add link here)
FERPA Rights to Privacy
Ivy Tech Community College maintains an educational record for each student who is or has been enrolled at Ivy Tech. In accordance with the Family Educational Rights and Privacy Act of 1974, as amended, the student rights that are listed on our FERPA page are covered by the act and afforded to all students at Ivy Tech. For a copy of the Release of Information form, click here.
Notice of Medical Privacy Practices
This notice describes how medical information about you may be used and disclosed and how you can get access to this information. Please review it carefully.
To File a Complaint
A part of Ivy Tech Community College’ commitment to ethics and compliance is to provide students, faculty, and staff with a means to report any unethical behavior that is in violation of the College policy. The College has selected EthicsPoint to provide you with a simple way anonymous way to report activities that may involve misconduct or violations of College policy. You may file a report here or by dialing 888-355-0021. Any suspected problems or complaints reported via EthicsPoint will be reviewed in accordance with current policies and procedures.
College policy prohibits the taking of any retaliatory action against individuals who make a good faith disclosure of suspected financial or other misconduct, or violations of policy, etc.