Reference: 1.3 Reasonable Accommodation Procedures
Illinois State University is committed to the full inclusion of individuals with disabilities and to continually improving the accessibility of our campus, programs and activities. All qualified job applicants with disabilities will be provided equal employment opportunities and all qualified students with disabilities will be provided equal opportunities and access to University academic programs, services, and facilities in accordance with the requirements of the Americans with Disabilities Act as amended (ADA), the Rehabilitation Act of 1973, and other applicable federal and state regulations.
To this end, Illinois State University will not tolerate any act of harassment or discrimination on the basis of disability and will provide reasonable accommodations to qualified faculty, staff, students, and guests of the University, unless such accommodation imposes an undue hardship on the University.
The ADA Coordinator is a referral point for disability related information and resources; provides consultation on policy reviews and facilities planning; conducts workshops and training on disability related topics; serves as a clearing house for disability related complaints; and develops disability related initiatives.
The ADA prohibits discrimination against disabled persons within the United States. The University is committed to complying with the ADA and other state and federal laws.
The ADA applies to qualified individuals who have a physical, mental, or emotional impairment that substantially limits one or more major life activities OR has a record of having an impairment, OR is regarded as having an impairment while being able to perform the essential functions of the job with or without a reasonable accommodation.
Disability determinations are made on a case-by-case basis measuring the impact the impairment limits a major life activity. A determination of a disability is not based on the name or diagnosis of the impairment.
Conditions that are generally deemed disabilities because they substantially limit a major life activity include:
Conditions that generally are not deemed disabilities are:
If you feel you qualify as an individual with a disability and wish to arrange a reasonable accommodation, please contact the following:
Office of Disability Concerns
350 Fell Hall
(309) 438-8620 (TTY)
101 Nelson Smith Building
Illinois State University has adopted internal grievance procedures to provide prompt and equitable resolution of complaints alleging a violation of the Anti-Harrassment and Non-Discrimination Policy against faculty, staff, students and applicants.
Any job applicant, guest, student, faculty member, or university employee who believes s/he has been treated in violation of the University Policy on Harassment and Discrimination based on disability may file a formal complaint with the Office of Equal Opportunity, Ethics, and Access.
It is an expectation that one who files a complaint will actively provide information that will support his or her complaint in the time and manner deemed necessary and appropriate by the University to conduct the investigation. Failure to cooperate with the investigation process in a timely manner will impede the investigation and may, at the discretion of the University, result in the delay or denial of accommodation requests.
Complaints will be evaluated using a “preponderance of the evidence” standard. In general, the complainant carries the burden of proof to demonstrate that he or she has a disability, provide official documentation regarding that disability, and that a reasonable accommodation is necessary in order for the complainant to complete an essential function of being a student or an essential function of the employment position. However, if the proposed accommodation is unreasonable or would constitute an undue hardship the University may refuse to provide the accommodation. In addition, the University has the right to select between equally effective methods of accommodating individuals with a disability.
The Office of Equal Opportunity, Ethics, and Access has 60 working days from the date of the filing of the formal complaint to complete the investigation and issue findings. The office reserves the right to extend this time by a reasonable period according to the scope of the investigation, the availability of witnesses, and the cooperation of the parties. The charging party will be notified of such extension in writing.
To be actionable, a disability discrimination complaint must be filed with the Office of Equal Opportunity, Ethics, and Access within 180 days of the most recent alleged incident of disability discrimination.
Retaliation against one, who in good faith, brings a disability complaint alleging a violation of the University Policy on Harassment and Discrimination, or who in good faith participates in the investigation of a complaint pursuant to this policy, is prohibited. Substantiated retaliation shall constitute a violation of this policy [and the University Policy 1.15 regarding Whistleblowers] and may result in disciplinary action.
While confidentiality cannot be guaranteed, all persons involved in the investigation of a disability discrimination complaint are expected to treat all information as confidential unless disclosure of the information is compelled by law.
Any individual involved in a disability discrimination complaint has the right to bring an advisor or legal counsel to meetings or interviews scheduled by the Office of Equal Opportunity, Ethics, and Access. Please note, however, that any party desiring to exercise this right must notify the Office of Equal Opportunity, Ethics, and Access (OEOEA) at least 72 hours prior to the meeting. If such notice does not occur, the OEOEA has the right to reschedule the meeting.
If the Office of Equal Opportunity, Ethics, and Access findings are unacceptable to either the Complainant or the Respondent, either party may file an appeal with the President of Illinois State University. Appeals must be made in writing and within 10 working days from the receipt of the Office of Equal Opportunity, Ethics, and Access findings letter.
The President shall decide the appeal as soon as possible, but no later than 60 days of the final submission of appeal materials, unless the time needs to be extended for unforeseen reasons. The President’s decision shall be in writing include an explanation, and be submitted to the Complainant, the Respondent, and the Office of Equal Opportunity, Ethics & Access. This written decision on the appeal shall constitute the final administrative action.