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Accommodations and Supportive Services by the Office of Special Services:

On and Off Campus:

The Office of Special Services is an office for students with disabilities. The services we offer are to address the student’s special needs. The accommodations are considered reasonable accommodations according to the ADA Regulations and Section 504, 508 and 255 for Assistive technology services.  

Higher Education accommodation services are not similar to the k-12 grade accommodations. The regulations are different and therefore, the services are not the same. The assigned reasonable accommodations to a particular student are according to the identified disability through the assessment information. The listing below is the services provided but not limited to by the Office of Special Services:

  • Contacting Professors in case of student illness
  • Emailing the student and the professors
  • Delivering test
  • Providing a smaller quiet place for testing
  • Faxing test
  • Taping classes
  • Note takers
  • Counseling (Career)

Some of the various types may include:
Types of Accommodations and Supportive Services

  • Taped texts, lectures
  • Notetakers
  • Interpreters
  • Readers
  • Videotext displays
  • Text enlargers
  • Talking calculators
  • Electronic readers
  • Braille calculators, printers, or typewriters
  • Telephone handset amplifiers
  • Franklin talking pens (readers of text)
  • Equipment  Lending
  • program
  • Closed caption decoders
  • Open and closed captioning
  • Voice synthesizers
  • Specialized gym equipment
  • Calculators or keyboards with large buttons
  • Reaching device for library use
  • Raised-line drawing kits
  • Assistive listening devices
  • Assistive listening systems
  • Audio-enhancers
  • Peer Mentoring
  • Assistive Technology Lab open all week
  • Laptop Lending Program
  • Time out (5mins. for anxiety) from class

Technological advances in electronics have improved vastly participation by students with disabilities in educational activities. Due to Section 255, Colleges are now equired to provide assistive technology to students with disabilities. The equipment that Queens College provides is the most sophisticated supportive services available and effectively meet the needs of a student with a disability.  The supportive services and aids are selected after consultation with the student who will use them. This is to identify the need and level of disability.

Effectiveness of Accommodations and Supportive Services

No aid or service will be useful unless it is successful in equalizing the opportunity for a particular student with a disability to participate in the education program or activity. Not all students with a similar disability benefit equally from an identical accommodation or supportive service. The regulation refers to this complex issue of effectiveness in several sections, including:

  1. Accommodations and Supportive Services may include taped texts, interpreters or other effective methods of making orally delivered materials available to students with hearing impairments, readers in libraries for students with visual impairments, classroom equipment adapted for use by students with manual impairments, and other similar services and actions.

There are other references to effectiveness in the general provisions of the Section 504 regulation which state, in part, that a recipient may not:

  1. Provide a qualified handicapped person with an aid, benefit, or service that is not as effective as that provided to others;
  2. or
  3. Provide different or separate aid, benefits, or services to handicapped persons or to any class of handicapped persons unless such action is necessary to provide qualified handicapped persons with aid, benefits, or services that are as effective as those provided to others.



IV. Grievances:  ADA Accommodations



Grievance procedures for specific college rules and regulations differ depending on the nature of the complaint. Any student /staff who has a grievance against another member of the college community regarding to ADA accommodations, may receive help with processing an informal complaint or in filing a petition of complaint in the Office of Special Services.

1.      Individual must come to OSS FH 111 and speak with the ADA Compliance Officer

2.      A Complain/Grievance form is filled out.

3.      The Compliance Officer will investigate the incident and meet with the ADA Committee to make recommendations.

a.       The investigation activities include meeting with and speaking to involved individuals, discussion with ADA Regional Center Representatives and write up a complete report on the findings. These findings and recommendations are sent with a copy of the file to

b.       Office of Compliance and Diversity Programs and the Vice President of Student Affairs Office. 

c.       The ADA Compliance Officer will meet with the compliant to inform them of the findings and will inform the person at that time of their rights again.

4.       If the individual does not agree with the findings, they have the option to go to:

a.       If it is a staff/faculty: you can go to the union and the Office of Compliance and Diversity Programs. 

b.      If it is a student: you can go to the Vice President Office of Student Affairs

5.      The Compliance Officer will still file the completed report and send a copy to the     Office of Compliance and Diversity Programs.


V. Sexual Harassment Issues as Per ADA Regulations: Disabled Student Working at the college:

ADA Regulations: A disabled student that is employed at Queens College that conduct inappropriately and / or commits an act of sexual harassment against another employee, the employer must clarify if the employee meets the ADA definition of Employment Qualification prior to pressing charges and taking action in any manner:


To charge a disabled student / staff working at the college, with the act of sexual harassment, the individual must meet the ADA Employment Qualification definition, which states that the individual must be qualify to do the essential functions of his job, according to his job description and must have had Sexual Harassment training during the employment orientation period.


The department/office supervisor must establish that the employee meets the following criteria under Employment Qualification:

·         Meets his/her essential job functions

·         Understands jobs rules and regulations

·         Had sexual Harassment training

·         Can the individual retain the information and for how long


* If the employee is found to meet the above employment qualification criteria, then the employee can be charged with sexual harassment and if terminated would be terminated under:

“The Violation of Work Codes”.


* If the violator is a student, then it would fall under the ADA Qualification Criteria for a student: If an individual qualifies to attend a college as a student, and meets the following criteria: 

  • If an individual has met all college requirements for enrollment


*Then the student is subject to compliance of all college requirements, code of ethics and regulations of the institute. If the student commits an infraction of any of the regulations and codes, then the student can be expelled under: 

The Violation of School Codes”.


Source: Human Resources Management Solutions. Inc. Ms. Deborah Tjaden (Jan.4, 2006) Washington DC. 302-234-2800. www.hrmsinc.com.  Experts in ADA regulations.    



I.   Introduction. The University and its Colleges have a variety of procedures for dealing with student-related issues, including grade appeals, academic integrity violations, student discipline, disclosure of student records, student elections, sexual harassment complaints, disability accommodations, and discrimination. One area not generally covered by other procedures concerns student complaints about faculty conduct in the classroom or other formal academic settings. The University respects the academic freedom of the faculty and will not interfere with it as it relates to the content or style of teaching activities. Indeed, academic freedom is and should be of paramount importance. At the same time the University recognizes its responsibility to provide students with a procedure for addressing complaints about faculty treatment of students that are not protected by academic freedom and are not covered by other procedures. Examples might include incompetent or inefficient service, neglect of duty, physical or mental incapacity and conduct unbecoming a member of the staff.

II.  Determination of Appropriate Procedure. If students have any question about the applicable procedure to follow for a particular complaint, they should consult with the chief student affairs officer. In particular, the chief student affairs officer should advise a student if some other procedure is applicable to the type of complaint the student has.

III. Informal Resolution. Students are encouraged to attempt to resolve complaints informally with the faculty member or to seek the assistance of the department chairperson or campus ombudsman to facilitate informal resolution.

IV. Formal Complaint. If the student does not pursue informal resolution, or if informal resolution is unsuccessful, the student may file a written complaint with the department chairperson or, if the chairperson is the subject of the complaint, with the academic dean or a senior faculty member designated by the college president. (This person will be referred to below as the Fact Finder.). Only students in a faculty member's class or present in another academic setting where the alleged conduct occurred may file complaints against that faculty member.

A. The complaint shall be filed within 30 calendar days of the alleged conduct unless there is good cause shown for delay, including but not limited to delay caused by an attempt at informal resolution. The complaint shall be as specific as possible in describing the conduct complained of.

B. The Fact Finder shall promptly send a copy to the faculty member about whom the complaint is made, along with a letter stating that the filing of the complaint does not imply that any wrongdoing has occurred and that a faculty member must not retaliate in any way against a student for having made a complaint. If either the student or the faculty member has reason to believe that the department chairperson may be biased or otherwise unable to deal with the complaint in a fair and objective manner, he or she may submit to the academic dean or the senior faculty member designated by the college president a written request stating the reasons for that belief; if the request appears to have merit, that person may, in his or her sole discretion, replace the department chairperson as the Fact Finder. The chairperson may also submit a written request for recusal for good cause to the academic dean or senior faculty member designated by the college president to review such requests. If a recusal request is granted, a different department chairperson shall conduct the investigation, or, if no other chairperson is available, an administrator designated by the college president shall serve in the chairperson's stead. Further, the college president may re-assign investigations as necessary, including but not limited to situations in which a Fact Finder has not completed an investigation in a timely manner. In addition, during any time that no department chairperson is available to investigate a complaint, the college president may assign an administrator to investigate.

C. The Fact Finder shall meet with the complaining student and faculty member, either separately or together, to discuss the complaint and to try to resolve it. The Fact Finder may seek the assistance of the campus ombudsman or other appropriate person to facilitate informal resolution.

D. If resolution is not possible, and the Fact Finder concludes that the facts alleged by the student, taken as true and viewed in the light most favorable to the student, establish that the conduct complained of is clearly protected by academic freedom, he or she shall issue a written report dismissing the complaint and setting forth the reasons for dismissal and send a copy to the complaining student, the faculty member, the chief academic officer and the chief student affairs officer. Otherwise, the Fact Finder shall conduct an investigation. The Fact Finder shall separately interview the complaining student, the faculty member and other persons with relevant knowledge and information and shall also consult with the chief student affairs officer and, if appropriate, the college ombudsman. The Fact Finder shall not reveal the identity of the complaining student and the faculty member to others except to the extent necessary to conduct the investigation. If the Fact Finder believes it would be helpful, he or she may meet again with the student and faculty member after completing the investigation in an effort to resolve the matter. The complaining student and the faculty member shall have the right to have a representative (including a union representative,

student government representative or attorney) present during the initial meeting, the interview and any post-investigation meeting.

E.   In cases where there is strong preliminary evidence that a students complaint is meritorious and that the student may suffer immediate and irreparable harm, the Fact Finder may provide appropriate interim relief to the complaining student pending the completion of the investigation. The affected faculty member may appeal such interim relief to the chief academic officer.

F.   At the end of the investigation, the Fact Finder shall issue a written report setting forth his or her findings and recommendations, with particular focus on whether the conduct in question is protected by academic freedom, and send a copy to the complaining student, the faculty member, the chief academic officer and the chief student affairs officer. In ordinary cases, it is expected that the investigation and written report should be completed within 30 calendar days of the date the complaint was filed.

V.       Appeals Procedure. If either the student or the faculty member is not satisfied with the report of the Fact Finder, the student or faculty member may file a written appeal to the chief academic officer within 10 calendar days of receiving the report, which time period may be extended for good cause shown. The chief academic officer shall convene and serve as the chairperson of an Appeals Committee, which shall also include the chief student affairs officer, two faculty members elected annually by the faculty council or senate and one student elected annually by the student senate. The Appeals Committee shall review the findings and recommendations of the report, with particular focus on whether the conduct in question is protected by academic freedom. The Appeals Committee shall not conduct a new factual investigation or overturn any factual findings contained in the report unless they are clearly erroneous. If the Appeals Committee decides to reverse the Fact Finder in a case where there has not been an investigation because the Fact Finder erroneously found that the alleged conduct was protected by academic freedom, it may remand to the Fact Finder for further proceedings. The committee shall issue a written decision within 20 calendar days of receiving the appeal. A copy of the decision shall be sent to the student, the faculty member, the department chairperson and the president.

VI.     Subsequent Action. Following the completion of these procedures, the appropriate college official shall decide the appropriate action, if any, to take. For example, the department chairperson may decide to place a report in the faculty member's personnel file or the president may bring disciplinary charges against the faculty member. Disciplinary charges may also be brought in extremely serious cases even though the college has not completed the entire investigative process described above; in that case, the bringing of disciplinary charges shall automatically suspend that process. Any action taken by a college, whether interim or final, must comply with the bylaws of the University and the collective bargaining agreement between the University and the Professional Staff Congress.

VII.   Campus Implementation. Each campus shall implement these procedures and shall distribute them widely to administrators, faculty members and students and post them on the college website.


Office of Special Services for Students with Disabilities
Office: Frese Hall, room 111
Telephone: 718-997-5870 / Fax: 718-997-5895
email: QC_SPSV@qc.cuny.edu

Visitors: 147863
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Copyright: OSS 2016