Accommodation Reconsideration Process
The Center for Students with Disabilities (CSD) is vested by the University with the authority to determine appropriate accommodations for students with disabilities in the living and learning environment. CSD engages in an interactive process with each student and reviews each request for accommodations on an individualized, case-by-case and course-by-course basis.
If a student disagrees with the determination of eligible accommodations, they should first discuss their concerns with their assigned Disability Service Professional (DSP) in the Center. The student is encouraged to provide a clear explanation as to why they feel a reconsideration is necessary and may submit additional, relevant information to support their request. If a satisfactory solution cannot be reached informally with their DSP, the student may then initiate a formal reconsideration.
To initiate a formal reconsideration, the student must complete the Accommodation Reconsideration form for review by the Executive Director of the CSD, Christine Wenzel. The written reconsideration request should include:
- Student's Name & NetID.
- The specific accommodation that is the subject of the reconsideration request.
- A detailed statement regarding the necessity of reconsideration, including any facts on which the reconsideration is based.
- Any new supporting information and documentation that has not already been submitted to the CSD.
- The requested solution.
Upon receipt of the written reconsideration request, the Executive Director of the Center for Students with Disabilities, or their designee if indicated, will promptly review the written reconsideration request and the student’s file. A final decision will be provided to the student in writing in a timely manner, normally within fifteen (15) business days. Where the estimated timeframe cannot be adhered to, the Executive Director of the Center for Students with Disabilities, or their designee, will notify the student in writing explaining the reason for the delay and provide an anticipated decision date. If the Executive Director is the requesting student’s assigned DSP, the Executive Director will designate a member of the CSD’s Leadership Team to review the request for consideration. The Executive Director, or their designee, may meet with the student and gather necessary information from any relevant campus partners as part of the reconsideration process. The decision of the Executive Director of the Center for Students with Disabilities or their designee is final.
Should any student require accommodations to participate in this process, they should discuss that need directly with their DSP and/or the Executive Director.
If, at any time during or after this process, the student feels that they have been discriminated against on the basis of their disability, they may file a complaint with the Office of Institutional Equity. Please note this is not used to challenge or change accommodations decisions, but in instances where the student feels they have faced discrimination or harassment based on their disability/disabilities.
The University expressly reserves the right to make changes to its written policies, rules, and regulations at any time. This is not intended, and should not be construed, to give rise to contractual rights and obligations.
Discrimination Complaint Procedures
The Office of Institutional Equity (OIE) encourages all members of the University community to partner in ensuring an environment free of discrimination at all University-related activities and in the working and learning environment. To that end, incidents of discrimination or discriminatory harassment (including sexual harassment) by University employees at Storrs and the Regional Campuses should be reported to OIE by any of the following:
Phone: (860) 486-2943 (Storrs)
(860) 679-3563 (UConn Health)
Email: equity@uconn.edu
Online: https://equity.uconn.edu/reporting-form/
OIE is responsible for reviewing, and where applicable, objectively investigating complaints of discrimination and harassment based on protected classification to determine if employee conduct violates the University's non-discrimination policies. OIE is charged by Connecticut law (Conn. Gen. Stat. § 46a-68(b)(4)(A)) with investigating complaints of discrimination made against University employees and mitigating any discriminatory conduct that is found to exist. OIE fulfills this mandate by conducting neutral investigations, pursuant to its Complaint Procedures, regarding allegations of discrimination and/or discriminatory harassment and ensures the equitable resolution of complaints. Where investigations reveal the presence of discriminatory or harassing behavior, OIE is responsible for making recommendations that are designed to mitigate the effects of discriminatory conduct.
Individuals interested in filing a complaint with OIE may complete a Discrimination and/or Discriminatory Harassment Complaint Form, and are encouraged to do so as soon as possible. Any incident of discrimination or discriminatory harassment (including sexual harassment) by a student toward any member of the University community should be reported immediately to the Office of Community Standards by calling (860) 486-8402.
Civil Rights Enforcement Agencies
The U.S. Department of Education, Office for Civil Rights (OCR) enforces several Federal civil rights laws that prohibit discrimination in programs or activities that receive financial assistance from the U.S. Department of Education. OCR is also responsible for Title II of the Americans with Disabilities Act (ADA) of 1990 which prohibits disability discrimination by all public entities. (How to File a Complaint with OCR).
The Equal Employment Opportunity Commission (EEOC) enforces Federal laws prohibiting discrimination in employment on the basis of race, color, sex, pregnancy, genetic information, religion, national origin, age, or disability, as well as retaliation protections for persons complaining of discrimination or participating in the investigation of discriminatory activity. These laws prohibit discrimination in the job application and hiring process, and in the context of terminations, promotions, training, wages, or any other terms, privileges or conditions of employment.
The Connecticut Commission on Human Rights and Opportunities (CHRO) enforces state laws prohibiting discrimination in employment, housing, public accommodations, and credit transactions. The mission of the CHRO is to eliminate discrimination through the enforcement of civil and human rights laws and to further the goals of equal opportunity and justice for all persons within the state through advocacy and education. Connecticut law provides protections against discrimination on the basis of age, ancestry, color, race, criminal record, genetic information, disability, national origin, religion, sex, pregnancy, sexual orientation, gender identity or expression, or workplace hazards to reproductive systems, as well as retaliation protections for whistleblowers and persons complaining of discrimination or participating in the investigation of discriminatory activity.
The U.S. Department of Labor administers a variety of federal labor laws including those that guarantee workers’ rights to safe and healthful working conditions, a minimum hourly wage, and overtime pay. The Department of Labor is also responsible for enforcing comprehensive federal labor laws in areas such as record keeping, youth and special employment, family and medical leave, migrant workers, lie detector tests, protections in certain temporary worker programs, and the prevailing wages for government service and construction contracts. The Connecticut Department of Labor is responsible for a number of state labor programs, including unemployment insurance, wage and workplace standards, and the Connecticut Family and Medical Leave Act.
For more information about other entities that enforce state and federal non-discrimination laws, please go to the Connecticut Commission on Human Rights and Opportunities, the U.S. Department of Justice or to the U.S. Commission on Civil Rights.