Reasonable Accommodation Frequently Asked Questions

  1. Question: What is reasonable accommodation?
    Answer: An adjustment or modification to a job, employment practice or work environment that enables a qualified individual with a disability to enjoy an equal employment opportunity.
  2. Question: How does one request reasonable accommodation?
    Answer: An Employer is only required to accommodate known disability of a qualified applicant or employee with a disability, therefore it is the employee's responsibility to request Reasonable Accommodation according to process in DHS Reasonable Accommodation Administrative Directive 010801010.
  3. Question: Who are reasonable accommodation liaisons?
    Answer: Staff designated by Chief Administrator who review and make recommendation on reasonable accommodation requests from their respective division.
  4. Question: Can an employer refuse to provide reasonable accommodation?
    Answer: ADA requires employers to make necessary reasonable accommodation for known disabilities of a qualified applicant or employee unless accommodation would impose "undue burden" to the employer.
  5. Question: What if I'm on a Leave of Absence?
    Answer: Employees who had an approved accommodation on file prior to the leave; can re-file a request upon their return to work and submission of new medical information using IL 444-4232 or a CMS-95.
  6. Question: What if I disagree with the response to my Reasonable Accommodation Request?
    Answer: Appeals shall be made by the employee or applicant in writing directly to the Bureau of Job Accommodation using an Appeal of Denial of Reasonable Accommodation Request form (IL444-4233) within 10 business days of notification of the decision. Appeals may take at minimum, 45 business days from receipt to employee/applicant response. Appeals are decided by the Secretary of DHS. The Secretary's decision is final. All administrative remedies in DHS will have been exhausted.