Job applicants will be notified that they can request reasonable accommodations for the application and interview processes.
Requests for reasonable accommodations shall be made to the Employment Accommodation Coordinator in the Office of Equal Opportunity and Access at 309-438-3383 or firstname.lastname@example.org.
The Employment Accommodation Coordinator will evaluate the applicant's request and determine what, if any, reasonable accommodation can be made. The Employment Accommodation Coordinator may request medical documentation of the applicant to verify the disability.
If an accommodation is deemed reasonable and the requester meets all other requirements, the Employment Accommodation Coordinator will arrange the accommodation or assist the hiring department in arranging the accommodation.
If a reasonable accommodation is denied, the applicant may appeal the denial to the Director of the Office of Equal Opportunity and Access in writing. The appeal must be provided to the Director within ten calendar (10) days of date of the denial. The Director shall consider the appeal and issue a final written decision.
Employee Accommodation Requests
A current ISU employee who believes he/she requires a reasonable accommodation to enable him/her to perform the essential functions of his/her job must contact the Employment Accommodation Coordinator in Office of Equal Opportunity and Access to request a reasonable accommodation.
After a request for accommodation has been made by an employee to the Employment Accommodation Coordinator, the interactive process will begin. The Accommodation Coordinator will communicate with the employee to determine the precise nature of the problem that is generating the request, how a disability is prompting a need for an accommodation, and alternative accommodations that may be effective in meeting the individual's needs.
The employee will communicate with the Employment Accommodation Coordinator who will explain the reasonable accommodation process and request the appropriate medical documentation.
Communication is a priority throughout the entire process, particularly where the specific limitation, problem, or barrier is unclear; where an effective accommodation is not obvious; or where the parties are considering different forms of reasonable accommodation. Both the individual making the request and the decision maker shall work together to identify effective accommodations.
The Employment Accommodation Coordinator, in consultation with the employee, and appropriate department personnel will:
Discuss the purpose and essential functions of the particular job involved. Completion of a step-by-step job analysis may be necessary;
Determine the job-related limitation(s) created by the employee's disability, including requesting and evaluating documentation from the employee's medical professional;
Identify the potential accommodations and assess the effectiveness of each accommodation that may enable the employee to perform the essential functions of the job; and,
Recommend the reasonable accommodation that is most appropriate for both the individual and the University, and establish a timeline for evaluating the effectiveness of the accommodation, if appropriate. While the individual's preference will be given consideration, the Employment Accommodation Coordinator may choose a different, yet effective reasonable accommodation.
The employee, appropriate department personnel, and the Employment Accommodation Coordinator will complete and sign a reasonable accommodation agreement detailing the accommodation to be provided.
The employing department will implement the agreed upon accommodation.
After accommodations are provided, the employee and appropriate department personnel will evaluate the effectiveness of the accommodation within the timeline established by the Employment Accommodation Coordinator, if appropriate.
If at any time there is a question about the continuing nature of an employee's reasonable accommodation, the employee or the supervisor/manager may contact the Employment Accommodation Coordinator.
If a reasonable accommodation is denied, the employee may appeal the denial to the Director of Office of Equal Opportunity and Access within ten calendar (10) days of the date of the denial. The Director shall consider the appeal and issue a final written decision.
The Office of Equal Opportunity and Access may request medical documentation from a job applicant or university employee requesting a reasonable accommodation, and will request permission from the applicant or employee to contact her/his medical practitioner, if necessary. Information from the medical practitioner is necessary to document the applicant/employee's job-related limitation(s) and to assist in determining an effective reasonable accommodation. The applicant/employee requesting an accommodation is responsible for providing the medical documentation requested. The employing Department will not be informed of or have access to an employee's medical information. Supervisors/managers will be informed of restrictions on the work duties of the employee and about possible accommodations. First aid and safety personnel may be provided with specific information if the applicant/employee with the disability requires emergency medical treatment while on campus.
If the Office of Equal Opportunity and Access finds the medical documentation insufficient to provide an accommodation, the Employment Accommodation Coordinator will explain why the documentation is insufficient and request more complete information from the applicant/employee.
If the applicant/employee fails to provide the additional needed documentation from their health care professional to substantiate the disability and the need for a reasonable accommodation, Illinois State University may refuse to provide the accommodation. Alternatively, the University may require the employee be examined by an appropriate health care professional of the University's choice and at the University's expense.
Copies of correspondence and documentation related to the reasonable accommodation process will be maintained in the Office of Equal Opportunity and Access. No correspondence or documentation relating to the accommodation request will be placed in the individual's personnel file. If the department receives medical documentation or other information relating to an employee's disability, that information should be immediately transferred to the Office of Equal Opportunity and Access. No medical documentation will be maintained in individual departments or divisions.
If a student or member of the public requests a reasonable accommodation, they must contact: