Invitation to Self-Identify and Disability Status
Invitation to Self-Identify
Providing this information is voluntary, but employees are encouraged to respond so that the university can meet its obligations as a federal contractor. Submission of this information is voluntary and refusal to provide it will not subject the employee to any adverse treatment. The requested information is consistent with our obligations as a government contractor and needed to fulfill federal and state reporting requirements and affirmative action monitoring. It will be kept confidential, except as expressly allowed under the law. Contact the Office of Equity and Access, 928-523-3312, TTY 928-523-1006, http://nau.edu/Equity-and-Access/regarding requests for accommodation and questions about the University’s affirmative action program.
The employee may elect not to disclose this information by check marking the box provided. Anything that the employee has previously disclosed to NAU will remain a part of their record.
Voluntary Self-Identification of Disability
The employee is asked to complete this section of the hiring packet because NAU does business with the government and we must reach out to, hire, and provide equal opportunity to qualified people with disabilities.* To help NAU measure how well we are doing, we are asking the employee to tell us if they have a disability or if they ever had a disability. Completing this form is voluntary. If you are applying for a job, any answer the employee gives will be kept private and will not be used against the employee in any way.
If the employee already works for NAU, their answer will not be used against them in any way. Because a person may become disabled at any time, we are required to ask all of our employees to update their information every five years. You may voluntarily self-identify as having a disability on this form without fear of any punishment because the employee did not identify as having a disability earlier.
Reasonable Accommodation Notice
Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. If the employee requires a reasonable accommodation to apply for a job or to perform your job, please inform the HR office. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.
*Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.
PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete. In order to request more information or for confidential questions, please call NAU Equity and Access at 928-523-3312 or email at http://nau.edu/Equity-and-Access/.