Illinois State University Policy Web Site

Initiating body: Office for Diversity and Affirmative Action
Contact: ADA/504 Coordinator, 438-3383 (voice); 438-2254 (TTY)
Revised on: 05/2003

1.1.3  Reasonable Accomodation Procedures

Policy

Illinois State University is committed to providing equal access to employment and educational opportunities for persons with disabilities. Illinois State University recognizes that individuals with disabilities may need reasonable accommodations to have equally effective opportunities to participate in or benefit from university educational programs, services and activities, and to have equal employment opportunities. Illinois State University shall adhere to all applicable federal and state laws, regulations and guidelines with respect to providing reasonable accommodations as necessary to afford equal employment opportunity and equal access to programs for qualified persons with disabilities. Questions regarding reasonable accommodations and/or discrimination on the basis of disability should be directed to the ADA/504 Coordinator in the Office of Diversity and Affirmative Action.  (Pursuant to 28 CFR §35, 29 CFR §1630, 34CFR§104)

A. Employment

Illinois State University provides equal opportunity to qualified persons with disabilities in all terms and conditions of employment. Illinois State University shall provide reasonable accommodations upon request to qualified persons with disabilities who are employees or applicants. Reasonable accommodations shall be provided in a timely manner.

Definitions

Disability means with respect to an individual:

  • a physical or mental impairment that substantially limits one or more major life activities;
  • a record of having such an impairment;
  • being regarded as having such an impairment.

In addition, an individual may not be discriminated against due to association with a person who has, has a record of, or is regarded as having a disability.

A Qualified Person with a Disability is a person who satisfies the requisite skills, experience and other job-related requirements of the position and who, with or without reasonable accommodations, can perform the essential functions of the job. 

Essential Functions are job duties that are fundamental to the position, not marginal. Duties are WHAT must be accomplished, NOT HOW it is accomplished.

Reasonable Accommodation means modifications or adjustments to a job application process that enable a qualified person with a disability to be considered for a position the person desires OR modifications or adjustments to the job, work environment, or the way in which work is customarily performed that permit a qualified employee with a disability to perform the essential functions of the job or enjoy the benefits and privileges of employment equal to those of employees without disabilities.

Procedure: Applicants for Employment

Summary: 

  1. All application materials shall be made available in alternative formats upon request and applicants shall be notified that they can request reasonable accommodations for the application and interview processes.
  2. Requests for accommodations shall be made to an individual designated by the hiring department.
  3. Upon receiving a request for reasonable accommodation, the designated person shall contact Disability Concerns for assistance.
  4. Disability Concerns will evaluate the request and determine what, if any, accommodation is appropriate. Disability Concerns may request medical documentation of the applicant's disability.
  5. If an accommodation is appropriate, Disability Concerns will arrange the accommodation or assist the department in arranging the accommodation.
  6. If Disability Concerns determines that no accommodation is necessary, or the individual desires an alternative accommodation, s/he may contact the Director of Disability Concerns to appeal the accommodation decision.  The Director of Disability Concerns shall consider the appeal and issue a decision.
  7. If an individual disagrees with the decision of the Director of Disability Concerns, s/he may file a grievance with the ADA/504 Coordinator as outlined in Part C of this procedure.
  8. Applicants who have received job offers may make accommodation requests following the same procedure used for employees, outlined below.

Detailed Procedure: Applicants

  1. All application materials shall be made available in alternative formats upon request and all position announcements shall include the following statement or its equivalent:
    "Application materials are available in alternative formats upon request to (name, address, phone number of contact person)." 
    If a text telephone (TTY) number is available, it should also be included.
  2. All applicants invited for interviews shall be notified that they can request accommodations for a disability for the interview process and informed of the procedure for making an accommodation request.
  3. The following paragraph or its equivalent shall be added to any correspondence scheduling an interview:
    "It is the policy of Illinois State University to provide reasonable accommodations for qualified persons with disabilities who are employees or applicants for employment. If you need assistance or accommodations to fully participate in the interview process, please contact [name, phone number (TTY if available) of person responsible]. Employment opportunities will not be denied to anyone because of the need to make reasonable accommodations for a person's disability." 
    NOTE:  The contact person for the accommodation request should NOT be a member of the search committee or in a decision-making position in the search process. 
  4. If interviews are scheduled by telephone, all applicants shall be informed about the availability of reasonable accommodations in the interview process. The scheduler shall ask:
    "Do you need any special accommodations to participate in the interview?"
    A letter, which includes the policy in "3" above and confirms the interview date, time and place, shall be sent to the applicant.
  5. When a request for accommodation is received from an applicant, the contact person for the accommodation request shall contact Disability Concerns for assistance.  If necessary, Disability Concerns will be told how to reach the applicant so that the needed accommodation and possible alternatives may be discussed.
  6. Disability Concerns may request documentation of the applicant's disability in accordance with the procedures for current employees outlined below.
  7. Disability Concerns shall make a decision regarding the request, and if approved, take the necessary steps to ensure that the accommodation is provided. If the request is not approved, Disability Concerns shall inform the applicant of the reason for denial of the requested accommodation, in writing, within three (3) working days of the decision.
  8. Applicants who have received job offers may make accommodation requests following the same procedure used for employees, outlined below. 

NOTE: Information about an applicant’s disability is CONFIDENTIAL and may not be shared with search committee members or decision-makers in the hiring process.

Appeals and Grievances

If the individual denied an accommodation wishes to appeal that decision, s/he shall contact the Director of Disability Concerns to request a reconsideration of his/her accommodation request. The Director of Disability Concerns shall review the accommodation request and make the final decision as to what, if any, accommodation should be provided. The Director of Disability Concerns shall communicate her/his decision in writing to the individual making the accommodation request and the contact person for the host department. 

The individual requesting an accommodation may file a grievance with the ADA/504 Coordinator in the Office for Diversity and Affirmative Action as outlined in Part C of this procedure if s/he disagrees with the final decision made by the Director of Disability Concerns.

Procedure: Current Employees

Summary

  1. An employee who believes s/he needs a reasonable accommodation to enable her/him to perform the essential functions of her/his job shall inform her/his supervisor or manager of the need for an accommodation 
    OR
    If a supervisor or manager becomes aware of an employee’s disability and it appears to be related to a performance issue, the supervisor/manager shall contact Disability Concerns for assistance. 
  2. When an employee requests an accommodation, the supervisor shall contact Disability Concerns and refer the employee to the Director of Disability Concerns. 
  3. The employee will meet with the Director of Disability Concerns who will explain the reasonable accommodation process and request the appropriate medical documentation.
  4. The Director of Disability Concerns, in consultation with the employee, supervisor, and the person in the department who has the authority to approve accommodations, shall: 
    1. Discuss the purpose and essential functions of the particular job involved. Completion of a step-by-step job analysis may be necessary;
    2. Determine the job-related limitation(s) created by the employee’s disability, including requesting and evaluating documentation from the employee's medical professional;
    3. Identify the potential accommodations and assess the effectiveness of each in enabling the employee to perform the essential functions of the job; and,
    4. Recommend the accommodation that is most appropriate for both the individual and the employer. While the individual’s preference will be given consideration, Illinois State University is free to choose among equally effective accommodations. 
  5. The employee, supervisor/manager, and Director of Disability Concerns shall complete and sign a reasonable accommodation agreement detailing the accommodation to be provided. The employing department shall implement the agreed upon accommodation.
  6. If the employee who requested an accommodation disagrees with the recommended accommodation, s/he may request that the Director of Disability Concerns reconsider his/her request.  If the employee disagrees with the Director's final decision, s/he may file a grievance as outlined in Part C of this procedure.
  7. After accommodations are provided, the employee and his/her supervisor must evaluate the effectiveness of the accommodation within the timeline established by the Director of Disability Concerns.  The Director of Disability Concerns and the appropriate human resources/personnel office will be involved in this process.
  8. If at any time there is a question about the continuing nature of an employee’s reasonable accommodation, the employee or the supervisor shall contact the Director of Disability Concerns.

Detailed Procedure: Employees

  1. Each division/department head shall inform its employees of Illinois State University's reasonable accommodation policy and procedure.
  2. Each division and college shall determine and communicate to all departments who has the authority to make decisions regarding reasonable accommodations in consultation with the Director of Disability Concerns.
  3. An employee who believes s/he needs a reasonable accommodation to enable her/him to perform the essential functions of her/his job shall inform her/his supervisor or manager of the need for an accommodation. 
    NOTE: An employee does not need to use the phrase “reasonable accommodation.” If an employee discloses a disability and requests assistance/adjustments of any kind, the supervisor or manager shall consider this a request for a reasonable accommodation and begin the accommodation process.
  4. If a supervisor or manager becomes aware of an employee’s disability and it appears to be related to a performance issue, the supervisor/manager shall contact Disability Concerns for assistance. 
  5. When an employee requests an accommodation, the supervisor shall contact Disability Concerns and refer the employee to the Director of Disability Concerns. 
  6. The employee will meet with the Director of Disability Concerns who will explain the reasonable accommodation process and request the appropriate medical documentation.
  7. The Director of Disability Concerns, in consultation with the employee, supervisor, and the person in the department who has the authority to approve accommodations, shall: 
    1. Discuss the purpose and essential functions of the particular job involved. Completion of a step-by-step job analysis may be necessary;
    2. Determine the job-related limitation(s) created by the employee’s disability, including requesting and evaluating documentation from the employee's medical professional;
    3. Identify the potential accommodations and assess the effectiveness of each in enabling the employee to perform the essential functions of the job; and,
    4. Recommend the accommodation that is most appropriate for both the individual and the employer within 20 working days from the date of the employee's accommodation request. While the individual’s preference will be given consideration, Illinois State University is free to choose among equally effective accommodations.  
  8. The employee, supervisor/manager, and Director of Disability Concerns shall complete and sign a reasonable accommodation agreement detailing the accommodation(s) that meet the needs of the employee, the date the accommodation(s) will begin, the responsibilities of the employee and the employee's supervisor/manager, and a timeline for reviewing the effectiveness of the accommodation. 

NOTE:  Employing units shall contact the Director of Disability Concerns about all accommodation requests.  Departments shall not make accommodation decisions without the involvement of Disability Concerns and the involvement of the employee.

Medical Documentation

  1. The Director of Disability Concerns will request medical documentation from the employee and will request permission from the employee to contact her/his medical practitioner. Information from the employee’s medical practitioner is necessary to document the employee’s job-related limitation(s) and to assist in determining an effective reasonable accommodation for the employee. The employee requesting an accommodation is responsible for providing the medical documentation requested.  Supervisors and managers will not be told about or have access to medical information unless the disability might require medical treatment. Supervisors and managers will be told about necessary restrictions on the work or duties of the employee and about possible accommodations.
  2. If the Director of Disability Concerns finds the documentation insufficient to provide accommodations, ( The United States Equal Employment Opportunity Commission defines "insufficient" as follows: "Documentation is insufficient if it does not specify the existence of an ADA disability and explain the need for reasonable accommodation.  Documentation also might be insufficient where, for example: (1) the health care professional does not have the expertise to give an opinion about the employee's medical condition and the limitations imposed by it; (2) the information does not specify the functional limitations due to the disability; or (3) other factors indicate that the information provided is not credible or is fraudulent."  U.S. Equal Employment Opportunity Commission, Enforcement Guidance: Disability-Related Inquiries and Medical Examinations of Employees Under The Americans With Disabilities Act, (2000)  ) the Director will explain why the documentation is insufficient and request more complete information from the employee and, if the employee provides a written release, directly from the employee's medical practitioner. 
  3. If the employee still fails to provide sufficient documentation from his/her health care professional to substantiate that s/he has a disability and needs a reasonable accommodation, Illinois State University may refuse to provide the accommodation or require the employee to be examined by an appropriate health care professional of the University's choice and at the University's expense.

Decision-Making, Appeals and Grievances

The accommodation decision made by the Director of Disability Concerns in consultation with the employee, supervisor and other departmental designee shall be implemented by the employing department.

If the supervisor/manager or the employee requesting an accommodation disagrees with the appropriateness of the accommodation determined, s/he may request reconsideration from the Director of Disability Concerns within 5 working days of receiving the accommodation decision. The Director of Disability Concerns shall make a determination regarding this appeal within 10 working days and notify both the employee and supervisor/manager of that decision.  If the 10-day requirement cannot be met, the supervisor/manager, employee and Director of Disability Concerns shall agree on a reasonable time limit.

If the supervisor/manager disagrees with the Director's final determination, s/he may appeal the decision to the ADA/504 Coordinator within 5 working days of receiving the Director's determination.  The ADA/504 Coordinator shall review the recommended accommodations and departmental objections and issue a decision within 10 working days.  If the 10-day requirement cannot be met, the supervisor/manager, employee and ADA/504 Coordinator shall agree on a reasonable time limit.

If the employee who requested the accommodation disagrees with the Director's final determination, s/he may file a grievance with the ADA/504 Coordinator as outlined in Part C of this procedure.

The employee may refuse an offered accommodation; s/he cannot be forced to accept a particular accommodation.  However, the employee continues to be responsible for performing the essential functions of her/his job with or without an accommodation.

Evaluate Effectiveness of the Accommodation

After accommodations are provided, the employee and his/her supervisor must evaluate the effectiveness of the accommodation. The Director of Disability Concerns and the appropriate human resources/personnel office should be involved in this process. The supervisor shall contact the Director of Disability Concerns within the timeline designated in the reasonable accommodation agreement to discuss the effectiveness of the accommodation.   If modifications to the accommodation are needed, requests should be made using the above accommodation procedure.  

If, at any time there is a question about the continuing nature of an employee’s reasonable accommodation, the employee or the supervisor shall contact the Director of Disability Concerns.

Documentation

Copies of correspondence and documentation related to the reasonable accommodation process shall be filed with the Director of Disability Concerns.  No correspondence or documentation relating to the accommodation request is to be placed in an individual's personnel file.  If a supervisor or manager receives medical or other documentation relating to a disability, that information must be transferred to the Director of Disability Concerns immediately.  No disability documentation may be maintained in individual departments or divisions.

B. Students and Program Participants

Illinois State University provides equal opportunities and reasonable accommodations for individuals with disabilities to enable them to participate fully in, and enjoy the benefits of, its services, programs and activities.  Illinois State University also communicates effectively with individuals with disabilities and provides auxiliary communication aids as necessary.  (Pursuant to 28 CFR §§35.160(a), 28 CFR §§35.160(b)(1), 28 CFR§§35.160(b)(2))

Definitions

Disability means, with respect to an individual:

  • a physical or mental impairment that substantially limits one or more major life activities;
  • a history or record of having such an impairment;
  • being regarded as having such an impairment.

In addition, an individual may not be discriminated against due to association with a person who has, has a record of, or is regarded as having a disability.

A Qualified Person with a Disability is someone who, with or without accommodations, meets the essential eligibility requirements for participating in programs, services, and activities provided by Illinois State University.

Reasonable Accommodation means adjustments including reasonable modifications to rules, policies, or practices; environmental adjustments such as removal of architectural, communication or transportation barriers; or providing auxiliary aids and services. 

Essential Eligibility Requirements means the legitimate academic standards, education, experience or other requirements for admission to or participation in Illinois State University programs, services or activities that an individual must be able to meet with or without accommodation. 

Individual means any person applying for admission to or participation in a program, service or activity of Illinois State University, or any person currently participating in a program, service or activity of Illinois State University.

Procedure: Program Participants

Summary

  1. Disability Concerns will assist program units in providing accommodations for program participants. Disability Concerns shall not, however, be the designated contact person for program participants; the program shall designate a contact person in accordance with procedures established by their division/college.
  2. All publications, program announcements and materials shall be made available in alternative formats upon request. Program announcements and registration materials shall indicate that reasonable accommodations are available upon request. 
  3. Each division/college shall have a process for filling requests for materials in alternative formats and accommodations to enable persons with disabilities to fully participate in their programs/events.
  4. Upon receiving an accommodation request, the program unit shall contact Disability Concerns.  Disability Concerns will assist the unit, if necessary, in determining and providing the appropriate accommodation. All accommodations requested and provided shall be documented for reporting purposes.
  5. If a program unit wishes to verify an individual's disability and/or assess the appropriateness of the requested accommodations, the unit shall submit this request to Disability Concerns.  Program units may not independently deny an accommodation request.
  6. If the individual requesting an accommodation is not satisfied with the recommended accommodation, s/he may contact the Director of Disability Concerns to request a reconsideration of her/his accommodation request. If the requestor disagrees with the Director's decision concerning that reconsideration, s/he may file a grievance with the ADA/504 Coordinator as outlined in Part C of this procedure.

Detailed Procedure: Program Participants

Administrative Requirements

  1. Disability Concerns will assist program units in providing accommodations for program participants. Disability Concerns shall not, however, be the designated contact person for program participants; the program shall designate a contact person in accordance with procedures established by their division/college.
  2. Divisions/units will not place a surcharge on a particular individual with a disability or any group of individuals with disabilities to cover the costs of measures required to provide materials and/or accommodations.
  3. Each division/college shall have a process for filling requests for materials in alternative formats and for accommodations to enable persons with disabilities to fully participate in their programs/events. The first step in that process shall be to contact Disability Concerns for assistance in filling requests. Each process shall also designate:
    • Criteria for designating a contact person for accommodation requests;
    • Who has the authority to make accommodation decisions;
    • How accommodations will be funded. An issue to consider here is whether accommodations costing in excess of a pre-determined amount will require additional approval and/or alternative funding.

These procedures should be brief. The ADA/504 Coordinator will provide a checklist or template to guide divisions in developing their procedures.  Each division shall submit its completed procedure(s) to the ADA/504 Coordinator for review and reference.

Communication Requirements

  1. All publications, program announcements and program materials shall be made available in alternative formats upon request. 
  2. Publications shall include the following statement or its equivalent: 
    "This document is available in alternative formats upon request by contacting (name, host department.) at (phone number, voice).
    If a text telephone (TTY) number is available, it should also be included.
  3. Registration materials and program announcements, which include bulletins, flyers, brochures, letters, public service announcements, or other materials used to inform the public of the event or program must also include the following statement:
    "If you need a special accommodation to fully participate in this program/event, please contact (name, host department) at (phone number/voice). Please allow sufficient time to arrange the accommodation."
    If a text telephone (TTY) number is available, it should also be included.
    NOTE:  A program may designate a date by which it would like to receive accommodation requests.  However, a program may not refuse to provide an accommodation because the request was not made by the designated deadline. The program must attempt to provide the accommodation. Contact Disability Concerns for assistance.
  4. If an event includes a meal, the registration materials should include the following statement:
    If you have special dietary needs, please contact (name, host department) at (phone number/voice). 
    If a text telephone (TTY) number is available, it should also be included.
    In lieu of the phone number, a section may be created on the registration form that allows an individual to designate special dietary needs.

Accommodation Requests: Program Participants

When a program unit receives a request for an accommodation, it shall follow its approved accommodation procedure and contact Disability Concerns.  All accommodations requested and provided shall be reported to Disability Concerns for record-keeping purposes. 

  1. Disability Concerns will assist the unit, if necessary, in determining and providing the appropriate accommodation.
  2. If a program unit wishes to verify an individual’s disability and/or assess the appropriateness of the requested accommodations, the unit shall submit this request to Disability Concerns. Program units may not independently deny an accommodation request.

Verification of Disability for Program Participants

If verification is requested:

  1. Disability Concerns shall assess the need for verification of the requester’s disability.
  2. If Disability Concerns decides that verification is not needed, it shall inform the program unit and assist that unit in completing the accommodation process.
  3. If Disability Concerns decides that verification is needed, it shall ask for the name of and contact information for the person requesting the accommodation.  Disability Concerns will ask that individual to provide the necessary documentation.
  4. The individual requesting an accommodation is responsible for providing the requested information.
  5. If the individual’s disability is verified, Disability Concerns will notify the program unit and assist it in providing the accommodations in accordance with the program unit/division’s accommodation process.
    NOTE:  Disability Concerns cannot provide the unit with information about the verified disability beyond what accommodations are necessary.
  6. If the individual’s disability is not verified, and no accommodation is necessary, Disability Concerns shall notify both the program unit and the individual requesting an accommodation. Disability Concerns shall also explain to the individual requesting accommodation the reasons for denial.

Assessing Appropriateness of Accommodation

If assessment of appropriateness is requested: 

  1. Disability Concerns will evaluate the requested accommodation.
  2. If Disability Concerns decides that further information is not needed and that the requested accommodation is appropriate, it shall inform the program unit and assist that unit in completing the accommodation process.
  3. If Disability Concerns needs additional information to make its determination, it shall ask for the name and contact information of the person requesting the accommodation.  Disability Concerns will ask that individual to provide the necessary information.
  4. The individual requesting an accommodation is responsible for providing the necessary information.
  5. Disability Concerns will determine what, if any, accommodation is appropriate and notify the program unit of its determination.
    NOTE: Disability Concerns cannot provide the unit with information about the verified disability beyond what accommodations are necessary.
  6. If the requested accommodation is to be provided, Disability Concerns will assist the program unit in providing the accommodations in accordance with the unit's accommodation process.
  7. If Disability Concerns determines that an alternative accommodation is appropriate, it shall notify the program unit and the individual requesting the accommodation.  It shall explain its decision to both the unit and requestor, and assist the unit in providing the accommodation in accordance with its accommodation process.
  8. If Disability Concerns determines that no accommodation is necessary, Disability Concerns shall notify both the program unit and the individual requesting an accommodation of that decision. Disability Concerns shall also explain to the individual requesting accommodation the reasons for denial.

Appeals and Grievances

If an individual who is denied an accommodation wishes to appeal that decision, or desires an alternative accommodation, s/he shall contact the Director of Disability Concerns to request a reconsideration of his/her accommodation request. The Director of Disability Concerns shall review the accommodation request and make the final decision as to what, if any, accommodation should be provided. The Director of Disability Concerns shall communicate her/his decision in writing to the individual making the accommodation request and the division head of the programming unit within 2 working days of receiving the appeal.  If this timeline cannot be met, the Director and the appellant shall agree upon a reasonable time limit.

The individual requesting an accommodation may file a grievance with the ADA/504 Coordinator in the Office for Diversity and Affirmative Action as outlined in Part C of this procedure if s/he disagrees with the final decision made by the Director of Disability Concerns.

Documentation of Accommodations Provided

Each division shall document accommodations requested and provided, the date provided and the cost. This information shall be submitted to the ADA/504 Coordinator on an annual basis. The ADA/504 Coordinator will provide specific guidance as to what information must be maintained and submitted.

Procedure: Students

A student with a disability who has been accepted to Illinois State University is encouraged to contact Disability Concerns to schedule an intake appointment.  A student with a disability is not required to contact Disability Concerns nor will Disability Concerns force a student to use accommodation services.  However, if a student wishes to receive services from Disability Concerns, s/he must complete the following intake process.

Intake Process

  1. The student must schedule an intake appointment with Disability Concerns.
  2. The student should submit documentation of his/her disability to Disability Concerns before the initial intake appointment, if possible.  If documentation has not been submitted in advance, the student should bring documentation with him/her to the intake appointment. Documentation of the disability must be provided in order for a student to receive all accommodation services.  Documentation requirements are published in Disability Concerns Student Handbook or can be obtained in pamphlet form from the case coordinators.
    NOTE:  All documentation is confidential.  Information about a student's disability is not shared with any department without a voluntary Release of Information Request signed by the student.
  3. The case coordinator will review the documentation.  At the intake appointment, the coordinator and the student will discuss services appropriate for the student and determine accommodations, if any, to be provided.  
  4. Each student is required to sign a contract that outlines his/her responsibilities in using the accommodation services provided by Disability Concerns.  The Contract of Responsibilities shall be reviewed and explained in an accessible format to ensure that both the student and the case coordinator understand and agree to its content. Students must adhere to their Contracts of Responsibilities to receive accommodations
  5. Upon request of the student, Disability Concerns will send Letters of Introduction to her/his advisor.  And, if requested, Letters of Introduction for faculty will be provided to the student.  The student is responsible for delivering these letters to his/her professors.
    Detailed student responsibilities and expectations are outlined in the Disability Concerns Student Handbook.  Students are required to fulfill those responsibilities and expectations in order to continue to receive services from Disability Concerns.

Appeals and Grievances

If a student has a concern about her/his services or accommodations, the student should discuss that concern with the case coordinator. If the student believes the case coordinator has not effectively addressed his/her concerns, the student should contact the Director of Disability Concerns. If the student does not accept or agree with the resolution offered by the Director, the student may file a grievance with the ADA/504 Coordinator in the Office for Diversity and Affirmative Action as outlined in Part C of this procedure.  

Faculty members who have questions or concerns about the recommended accommodations should contact Disability Concerns.

Student Status Definitions

  • Pending: Prior to completion of the intake process, the status of a student with a disability is considered "pending."  Documentation of the disability and a completed intake form are necessary for a student to receive complete services.
  • Active: Once intake procedures are complete, a student becomes "active" and is eligible to receive services from Disability Concerns.  The student remains active as long as s/he continues to take sequential classes at Illinois State University. (Summer registration is not required)
  • Former: Upon leaving the university, a student's file will be maintained in confidential archived records and labeled "former."  Accommodation services are not available to a former student, but that student can be provided information concerning transition to the workplace. If a former student re-enrolls at Illinois State University, the student must initiate the intake process in order to become "active."

C. Discrimination Grievance Procedures

Illinois State University has adopted internal grievance procedures to provide prompt and equitable resolution of complaints alleging discrimination against faculty, staff, students and applicants:  University Procedure 1.1.2 Grievance Procedures - Equal Opportunity and Affirmative Action.  These procedures apply to any action prohibited by the Illinois Human Rights Act, the US Equal Employment Opportunity Commission regulations implementing Title I (Title I states in part that "no covered entity shall discriminate against a qualified individual with a disability because of the disability of such individual in regard to job application procedures, the hiring, advancement or discharge of employees, compensation, training and other terms, conditions and privileges of employment.") of the Americans with Disabilities Act and Section 504 of the Rehabilitation Act; and the US Department of Justice and US Department of Education regulations implementing Title II (Title II states, in part, that "no qualified individual with a disability shall, by reason of such disability, be excluded from the participation in or be denied the benefits of the services, programs or activities of a public entity, or be subjected to discrimination by any such entity.") of the Americans with Disabilities Act. Complaints should be addressed to the ADA/504 Coordinator in the Office for Diversity and Affirmative Action.  At any time prior to filing a complaint, or while a formal proceeding is in progress, a complainant may file their charge with the appropriate external agency (ies).  (These agencies are listed in University procedure 1.1.2 referenced above.) The use of the Illinois State University grievance procedure does not extend the applicable deadlines for filing complaints with external agencies.

D. Responsibility for Costs of Accommodations

Employing units are responsible for the costs of employment accommodations.  Sponsoring units are responsible for the costs of program accommodations.  The University and its divisions may provide matching funding for employment accommodations and program accommodations for programs that do not charge a fee for participation.