11 | STEVENS EMPLOYEE MANUAL 2.4 ACCOMMODATION OF DISABILITIES 2.5 “WHISTLE-BLOWER” POLICY It is Stevens’ policy that no qualified person shall be excluded from participating in or be denied the benefit of any university program, activity, event or employment on the basis of disability where a reasonable accommodation may be made to allow for participation. If a job applicant or an employee is or becomes an individual with a disability as defined pursuant to applicable law and requests a reasonable accommodation, Stevens will work with that individual to determine whether an appropriate reasonable accommodation can be made to enable the individual to apply for the position and/or perform the essential functions of the position, without creating an undue hardship on Stevens If an employee requires assistance to perform their job duties due to a disability, they should contact the Division of Human Resources to discuss reasonable accommodation. Information concerning individuals’ disabilities and their need for accommodation will be handled with discretion and in accordance with applicable law. For inquiries, employees can reach out via email to [email protected]. For more information, please refer to Stevens’ Policy on Accessibility and Accommodations for Individuals with Disabilities in the Policy Library. In accordance with New Jersey’s Conscientious Employee Protection Act (“CEPA”), Stevens prohibits unlawful retaliation against an employee who, among other things, discloses or threatens to disclose to a supervisor or public body, a policy or practice that is in violation of law or who objects or refuses to participate in any activity that the employee reasonably believes violates the law, is criminal or fraudulent or is against clear public mandates; provides information to, or testifies before, any public body conducting an investigation, hearing or inquiry into any violation of law, or a rule or regulation issued under the law; provides information involving deception of, or misrepresentation to, any shareholder, investor, client, patient, customer, employee, former employee, retiree or pensioner; provides information regarding any perceived criminal or fraudulent activity, policy or practice of deception or misrepresentation which the employee reasonably believes may defraud any shareholder, investor, client, patient, customer, employee, former employee, retiree or pensioner. It is Stevens’ policy to promote an atmosphere of open discussion. All employees are afforded the opportunity to raise any concerns they may have with the Division of Human Resources. Employees may also report their concerns through the university’s EthicsPoint Compliance Hotline at (855) 277-4065, or on the EthicsPoint website. For more information, please refer to Stevens’ Conscientious Employee or “Whistle-Blower” Policy in the Policy Library. Stevens Campus Police: Campus Police can be reached at 201-216-5105 or at Police Headquarters on the first floor of the Kidde Building. The emergency number is 201-216-3911. Stevens Institute of Technology Public Reporting Form: This form is open to all students, faculty, staff, guests and visitors to report incidents that happen within our community. Anonymous Reporting: Anonymous reports or requests for resources may be made through the university’s EthicsPoint Compliance Hotline at 855-277-4065 or online through the EthicsPoint website. EthicsPoint allows the university to request information from a reporter and provide updates to the reporter on an anonymous basis. Reports made via EthicsPoint will be forwarded to the Title IX Coordinator. Please note that anonymous complaints can be more difficult for the university to investigate.
