The purpose of this policy is to promote equal access to employment opportunities and other programs and activities of the university. This policy sets forth the rights of university employees and other individuals to reasonable accommodations under the Americans with Disabilities Act and other laws.
This policy applies to all university employees (including undergraduate and graduate student employees in their employment context), applicants for employment and visitors and guests to the university.
Student academic accommodations under Student Code Sections 1-107 and 1-110 and the Pregnancy and Related Conditions Policy are outside the scope of this policy. Please see the Processes/Procedures/Guidelines section for more information.
This policy applies to all other individuals in university programs and activities who are entitled to reasonable accommodations under applicable federal or state law unless otherwise provided for in university policy.
Office of the Chancellor
Disability means with respect to an individual: (a) a physical or mental impairment that substantially limits one or more major life activities of such individual; (b) a record of such an impairment; or (c) being regarded by the employer as having such an impairment.
Essential Functions means the basic job duties that an employee must be able to perform, with or without reasonable accommodation. The term essential functions does not include the marginal functions of the position. A job function may be considered essential for any of several reasons, including but not limited to the following:
Interactive Process means the informal confidential dialogue between the university and the employee to identify reasonable accommodations.
Qualified Employee with a Disability means an individual who meets the requirements for the position and who can, with or without reasonable accommodation, perform the essential functions of the job in question.
Reasonable Accommodation means modifications or adjustments to a job-related activity, an employment practice or the work environment that make it possible for a qualified employee with a disability to perform essential job functions and to enjoy equal employment opportunities.
Undue Hardship means an action that would be unduly burdensome or that would fundamentally alter the nature and structure of the operation or unit where the employee is currently working. The university is not obligated to provide an accommodation where doing so would impose an undue hardship.
For employees and job applicants: An employee or job applicant who wishes to request a reasonable accommodation (or another person wishing to request a reasonable accommodation on behalf of an employee or job applicant) can make the request either in writing or orally in the following ways:
If an employee makes a request for a reasonable accommodation to a supervisor or HR representative, or if an applicant for employment makes a request to a university employee involved in the recruitment/hiring process, the individual receiving such request should direct the individual making the request to the Reasonable Accommodation Portal and should promptly notify the Accessibility & Accommodations Division of the request.
For student employees: Student employees, including undergraduate and graduate students, seeking reasonable accommodations in their employment context should follow the procedures for employees described above.
For student academic accommodations: Students seeking academic accommodations are outside the scope of this policy. Please refer to the resources listed below:
The AAD of the Office for Access and Equity shall establish the procedures to be followed for the provision of reasonable accommodations pursuant to this policy. The procedures shall address, at a minimum, the following components in the interactive process:
AAD procedures can be found at https://oae.illinois.edu/accommodations.
In cases where reassignment of an employee to a vacant position is being considered as a possible reasonable accommodation, the Office for Access and Equity will coordinate with the employee and Illinois Human Resources (and with the Office of the Provost if the employee is a faculty member) to identify suitable vacant positions. In considering reassignment as a potential accommodation, the university will assess:
(a) whether the employee is qualified based on the required skills, experience, education and other job-related qualifications for the vacant position;
(b) whether the employee can perform the essential functions of the vacant position with or without reasonable accommodation; and
(c) whether reassigning the employee to the vacant position without a competitive search would pose an undue hardship to the university.
University departments or units hosting an event that is open to the public shall include in the advertising for the event a statement that reasonable accommodations may be requested and provide email and/or telephone contact information for accommodation requests. The department or unit shall be responsible for providing reasonable accommodations and shall contact the ADA coordinator if assistance is needed in evaluating the request and identifying a reasonable accommodation.
ADA Coordinator: Any individual may file a grievance with the ADA Coordinator if they believe they have been denied a reasonable accommodation to which they are entitled on the basis of disability under applicable federal or state law or university policy, or if they believe the university has otherwise failed to comply with the Americans with Disabilities Act or other applicable laws related to disability or accessibility. ADA/504 Grievances will be addressed pursuant to the Nondiscrimination Policy.
Individuals who observe accessibility barriers in any aspect of the university’s facilities, programs or services, may submit a report to the ADA coordinator using the Report A Barrier form, https://go.illinois.edu/BarrierReport. The ADA coordinator will address such reports informally and collaboratively with relevant campus stakeholders, unless the ADA coordinator determines that a formal grievance or other process is warranted.
EEO Division: Pursuant to the Nondiscrimination Policy, any individual may file a complaint of: (a) discrimination or harassment on the basis of actual or perceived disability or any other protected classification listed in the Nondiscrimination Policy; or (b) retaliation on the basis of engaging in a protected activity, which includes requesting a reasonable accommodation and/or filing a complaint of discrimination, harassment or retaliation. The ADA coordinator will be consulted on matters in which disability is cited as a protected classification, as provided for in the Nondiscrimination Policy.
Other Options:
The various university offices listed above that facilitate reasonable accommodations may offer their own grievance or appeal processes that individuals are able to exercise. Such processes do not replace or supersede the available options listed above.
Individuals may file complaints with external agencies including the Equal Employment Opportunity Commission, the Illinois Department of Human Rights, and the U.S. Department of Education’s Office for Civil Rights. Full information about these options is listed at: https://oae.illinois.edu/our-services/discrimination-and-harassment/reporting-a-problem/
None.
ADA Coordinator: Kiara N. Drake, J.D., 217-300-8670, adacoordinator@illinois.edu, https://go.illinois.edu/adacoordinator.
Office for Access & Equity, Accessibility and Accommodations Division, 217-333-0885 option #1, https://oae.illinois.edu/accommodations