Policy No. F. 1.00
Date of Issue 7/2/2014
Date Revised 5/3/2024
To comply with applicable laws ensuring equal employment opportunities to qualified individuals with a disability, the university will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or an employee, unless undue hardship would result.
1.01 | Any applicant or employee who requires a reasonable accommodation in order to apply for a job at the university or to perform the essential functions of a job should contact Human Resources and request such an accommodation, preferably in writing. The individual with the disability should specify what accommodation he or she needs to apply for or to perform the job. The university will then engage in a good faith interactive process with the employee or applicant to determine what, if any, reasonable accommodation(s) can be made for the employee or applicant. The university, through Human Resources, may request medical documentation regarding the need for accommodation. The university will conduct an investigation to identify the barrier(s) that make it difficult for the applicant or employee to apply for or perform a job at the university, and possible accommodations, if any, that will help eliminate the limitation(s). An accommodation may be denied if it would create an undue hardship for the university, if the employee is not qualified to perform the essential job duties even with the accommodation, if the accommodation would pose a direct threat to the health and safety of employees or others, if the employee fails to provide sufficient medical documentation, or on any other basis permitted under applicable law. |
1.02 | Pregnancy itself is not a disability under the Americans with Disabilities Act of 1990, as amended. However, if you are pregnant, recovering from childbirth, or have a condition related to pregnancy, you have the right, under Illinois and Federal law, to ask for a reasonable accommodation. This includes, but is not limited to, bathroom breaks, assistance with heavy lifting, a private space for expressing milk, or time off to recover from your pregnancy. Any employee seeking such a reasonable accommodation should contact Human Resources. For more information regarding your rights on Pregnancy in the Workplace download the Illinois Department of Human Rights fact sheet from the following website: https://www2.illinois.gov/dhr/Publications/Documents/Pregnancy_Fact_Sheet-eng-14.pdf, refer to the Pregnant Workers Fairness Act page on the EEOC's website, or refer to the posted “Pregnancy Rights Notice.” |
1.03 | A reasonable accommodation is a modification or adjustment to a job or work environment that enables a qualified employee to perform the essential functions of the position and to enjoy equal benefits and privileges of employment. The university engages in an interactive process with employees who request an accommodation to determine an effective and reasonable solution. While the university will consider an employee’s preferred accommodation, it is not obligated to provide the exact accommodation requested if an alternative effective accommodation is available. Reasonableness is determine on a case-by-case basis. If you disagree with a disability accommodation decision, you may initiate a formal appeal by emailing Human Resources at HR@illinoistech.edu within fourteen (14) days of the original denial. In support of your appeal, you must:
The Vice President of Human Resources, or designee, will review your submission and may schedule a meeting with you. They may also consult with other university personnel as determined appropriate. You will be notified in writing of their decision. This is the final internal appeal process for disagreements regarding accommodation requests. Nothing in this policy should be construed to impede or prohibit a timely filing of a discrimination complaint with the appropriate external government agency, including the Illinois Department of Human Rights and the U.S. Equal Employment Opportunity Commission. |