Other University Policies, Laws, and Regulations

Disability, Accessibility, and Accommodations

Columbia University’s Commitment to Equal Opportunity and Non Discrimination for Individuals with Disabilities

As set forth in Columbia University's EOAA Policies & Procedures, the University does not discriminate against or permit harassment of employees or applicants for employment on the basis of disability.  These policies and procedures apply to all of its personnel decisions, including recruitment, hiring, promotions, compensation, benefits, transfers, terminations, and layoffs, and to all terms and conditions of employment.

Complaints alleging discrimination or harassment on the basis of disability against employees are governed by the EOAA Policies & Procedures.

Affirmative Action for Individuals with Disabilities

As a recipient of federal contracts in excess of $10,000, Columbia University is a federal contractor subject to the requirements of Section 504 of the Rehabilitation Act, as amended, which requires that all federal contractors holding a contract with the federal government in excess of $10,000 "take affirmative action to employ and advance in employment qualified individuals with disabilities."  The U.S. Department of Labor enforces this statute and its implementing regulations – which may be found in Chapter 60 of Title 41 of the Code of Federal Regulations, Part 60-741.41 et seq. – and requires federal contractors with a contract of $10,000 or more to prepare and implement a written Affirmative Action Program for individuals with disabilities.

In furtherance of these federal mandates, Columbia University has prepared and implemented Affirmative Action Programs for Individuals with Disabilities for its Morningside Campus, for its CUIMC campus and for the Lamont-Doherty Earth Observatory Campus.  These Programs are designed to enhance the opportunities of qualified individuals with disabilities.

For purposes of these Programs, the following terms and definitions apply:

  • Individual with a Disability refers to any person who (i) has a physical or mental impairment which substantially limits one or more of such person's major life activities; (ii) has a record of such an impairment; or (iii) is regarded as having such an impairment.
  • Qualified Individual with a Disability refers to an individual with a disability who satisfies the requisite skill, experience, education and other job-related requirements of the employment position such individual holds or desires, and who, with or without reasonable accommodation, can perform the essential functions of such position.
  • Special Disabled Veterans refers to (i) a Veteran entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under the laws administered by the Department of Veterans' Affairs for disability who is rated at 30% or more, or is rated at 10 or 20 percent in the case of a Veteran who has been determined under Section 3106 of Title 38, U.S.C. to have a serious employment handicap; or (ii) a person who was discharged or released from active duty because of a service-connected disability.

Copies of the Programs are available in the Office of Equal Opportunity and Affirmative Action.

Pay Transparency Notice

Columbia University, as a federal contractor, will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.  However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.

Department of Labor Pay Transparency Notice

Faculty Recruitment

Equal Opportunity and Affirmative Action Policies and Procedures for the Appointment of Officers of Instruction, Research, and the Libraries Outside of the Medical Center.

Equal Opportunity and Affirmative Action Policies and Procedures for the Appointment of Officers of Instruction and Research at the Medical Center.

Preparation of Standard Search and Evaluation Procedures (SSEP)

Access to Restrooms and Other Sex-Segregated Facilities

Columbia University is committed to providing a learning, living, and working environment free from discrimination and harassment and to fostering a nurturing and vibrant community founded upon the fundamental dignity and worth of all of its members. Each individual has the right to work and learn in a professional atmosphere that promotes equal employment opportunities and prohibits discrimination and harassment. 

Consistent with Federal, New York State, and New York City law, it is Columbia University policy campus-wide that all students, faculty, staff, and visitors should use whichever restroom and sex-segregated facility that is most consistent with their gender identity.  For example, a person who identifies as a man should be permitted to use men’s restrooms, and a person who identifies as a woman should be permitted to use women’s restrooms. 

Columbia University has also created a map identifying the locations of gender-neutral restrooms at the Morningside campus and information about the location of gender-neutral restrooms for the Columbia University Irving Medical Center (CUIMC) campus is available here.

In all instances, the faculty member, staff member, student, or visitor should determine the most appropriate and safest option for themselves. No one should be questioned about their use of a restroom or sex-segreated facility or asked to provide identification or any medical or legal documentation in order to access gender-appropriate facilities. In addition, no one should be required to use a segregated facility because of their gender identity or transgender status.

If you have questions or concerns regarding this information, please reach out to EOAA, your supervisor, or Human Resources for more information.