609 Service Animals
Centre College strives to be a welcoming and accessible place for all and is committed to assuring equal access to all students, staff, faculty, guests, and visitors. It is the College's policy to permit Service Animals, as defined by the Americans with Disabilities Act (ADA §36.302), on-campus access to what are considered public facilities. Centre College reserves the right to restrict Service Animals in certain locations due to health, environmental, or safety hazards. Exceptions to restricted areas may be granted on a case-by-case basis by contacting the Human Resources Office. This Interim Policy is designed to guide the use of Service Animals by employees on Centre’s campus, and to take effect immediately even while the administration reviews its overall policies regarding Service Animals and emotional support animals.
I. Definition
A Service Animal means any dog that is individually trained to do work or perform tasks for the benefit of an individual with a disability, including physical, sensory, psychiatric, intellectual, or other mental disability. The work or tasks performed by the Service Dog must be directly related to the individual's disability and must mitigate the impact of the disability. Under Kentucky state law, Service Animals include dogs in training, while engaged in training with their trainers. Therefore, the same standards of conduct and location access are granted to dogs in training in regards to public access on campus. All trainers must have in their personal possession identification verifying that they are trainers of assistance dogs (KRS §258.500).
Examples of work or tasks include, but are not limited to, assisting an individual who is blind or has low vision with navigation and other tasks, alerting an individual who is deaf or hard of hearing to the presence of people or sounds, providing non-violent protection or rescue work, pulling a wheelchair, assisting an individual during a seizure, alerting an individual to the presence of allergens, retrieving items such as medicine or the telephone, providing physical support and assistance with balance and stability to an individual with mobility disabilities, and helping an individual with psychiatric and/or neurological disabilities by preventing or interrupting impulsive or destructive behaviors.
A dog or other animal that provides passive emotional support, well-being, comfort, or companionship, called an Emotional Support Animal, is not considered a Service Animal under the ADA. While Emotional Support Animals may be part of a medical treatment plan to alleviate one or more identified symptoms of a person's disability, they do not have special training to perform tasks that assist people with disabilities and, thus, are not Service Animals.
II. Handler's Responsibilities
Care and supervision of the Service Animal are the responsibility of the handler. Service Animals must be under control at all times. Under the ADA, Service Animals must be harnessed, leashed, or tethered, unless these devices interfere with the Service Animal's work or the handler's disability prevents using these devices. In these cases, the handler must maintain control of the animal through voice, signal, or other effective controls. If an animal exhibits unacceptable behavior, the handler must take effective action to correct the situation.
The Service Animal must be in good health, vaccinated, and licensed as required by state law (KRS §258.005-991) and kept under control according to local ordinance (see City of Danville, Code of Ordinances, sect. 3.33) The handler agrees that the Service Animal must be provided with appropriate care and treatment. Handlers must ensure the cleanup of the animal's waste and must use grassy areas outside as relief areas. Animal waste should be placed in a plastic bag and securely tied up before being disposed of in outside trash dumpsters. Handlers who physically cannot clean up after their own Service Animal are responsible for finding someone to do so for them.
The handlers of Service Animals are solely responsible for any damage to persons or College property caused by their animals.
III. Emergency Situations
In the event of an emergency, Centre College staff collaborate with the City of Danville Fire and Police Departments and/or other emergency responders and follow their protocols. Centre College is not responsible for removing an animal during evacuation or caring for an animal during or after an emergency.
Handlers should have a designated caretaker for the animal in case of an emergency.
IV. Exceptions
The College may exclude/remove a Service Animal when:
• the animal is out of control and the handler does not take effective action to control it, or
• the animal is not housebroken, or
• the Service Animal is excessively unclean or unkempt and may be asked to leave campus until the problem is resolved, or
• the animal's presence results in a fundamental alteration of one or more of the College's programs, or
• the presence of the Service Animal causes danger to the safety of the handler or other students, employees, or members of the campus community, or
• the handler does not comply with his/her responsibilities as outlined above.
If a Service Animal is properly excluded from the premises, the handler will be offered the opportunity to participate in the service, program, or activity without the Service Animal.
V. Interaction with Service Animals
Service Animals are working animals and not pets. The College asks that members of the Centre College community and visitors adhere to the following best practices when interacting with Service Animals.
Individuals should not:
• Pet/touch a Service Animal unless invited to do so by the handler. Petting distracts them from their responsibilities, or
• Feed a Service Animal, or
• Restrict the handler and the Service Animal from full participation in programs and activities of the College. This includes off campus activities and activities involving transportation, or
• Ask the handler about the nature or extent of their disability, or
• Make assumptions about the necessity of the Service Animal, or
• Prioritize the needs of another individual over the needs of an individual with a Service Animal. For example, the access of a Service Animal cannot be restricted based on another community member's allergy or fear of dogs (this should be discussed with Human Resources), or
• Deliberately startle, tease, or taunt a Service Animal, or
• Separate or attempt to separate a Service Animal from its handler. Service Animals are trained to be protective of their handlers, or
• Hesitate to ask the handler if he/she would like assistance if the animal/handler team seems confused about a direction in which to turn, finding an accessible entrance, the location of an elevator, etc.
College personnel should not make any inquiries about a Service Animal when it is readily apparent that the animal is trained to do work or perform tasks for an individual with a disability (e.g., the dog is observed guiding an individual who is blind or has low vision, pulling a person's wheelchair, or providing assistance with stability or balance to an individual with an observable mobility disability). If this is not apparent, a College official may ask the handler if the animal is required because of a disability and what work or tasks the animal has been trained to perform.
VI. Conflicting Disabilities
Conflicts between animals and other persons having severe allergies, phobias, etc., will be addressed on a case-by-case basis. The needs of both persons will be considered in resolving the issue. Persons who have medical conditions affected by the presence of Service Animals are asked to contact the Office of Human Resources. The person negatively impacted by the presence of the animal must provide verifiable documentation to support their claim and to request accommodations. The Office of Human Resources will resolve any conflict in a timely manner, considering the conflicting needs and/or accommodations of all persons involved. In severe situations of allergic, behavioral, or medical reactions, temporary accommodations might be arranged.
If an allergy/animal conflict within a classroom or work environment cannot be resolved agreeably between the affected parties, then the Office of Human Resources will collaborate with the appropriate department or program to determine a solution.
VII. Appeals and Grievances
If the decision is made to remove the Service Animal, the handler may file an appeal under the College grievance policy (see Staff Handbook, Section 606).
Any claims of discrimination on the basis of a disability may be brought forward, pursuant to the College's bias reporting protocol or to the Equal Opportunity and Title IX Coordinator at 859-238-5881 or TitleIX@centre.edu.
VIII. Confidentiality and Authority
Information regarding a disability is considered private and is maintained in secure files in the Office of Human Resources with limited access to anyone outside of that office. Information from these files is only shared on a need-to-know basis. Authorizations for animals used for disability-related accommodations are made based on medical and/or mental health documentation and the situation at hand, and are not subject to challenge by someone other than the person utilizing the service or animal.
Please be aware that limited information may need to be disclosed to others, as deemed necessary for the work environment or classroom setting.
IX. Review of Interim Policy
This interim policy will be reviewed for substance, applicability to Centre College situations, completeness, and other factors, by the Human Resources Committee and other appropriate offices and personnel. The Senior Staff will make a final approval of the policy and the policy will be effective as of publishing, unless a later date is specified.