Bureau of Job Accommodation

The laws protecting your right to reasonable accommodation are found in both federal and state statutes…

Federal

  1. American with Disabilities Act of 1990 - Makes it unlawful to discriminate in employment against a qualified individual with a disability and outlaws discrimination against individuals with disabilities in state and local government services, public accommodations, transportation and telecommunications. The Americans with Disabilities Act states in part "unless a covered entity can demonstrate that the accommodation would impose an undue hardship on the operation of its business" it is unlawful for a covered entity not to make reasonable accommodation.
  2. Section 504 of the Rehabilitation Act of 1973 - Prohibits discrimination on the basis of disability in all areas of employment and/or service delivery by recipients of federal financial assistance.
  3. Civil Rights Act of 1991 - Creates rights to compensatory and punitive damages, as well as a jury trial, for victims of intentional discrimination as defined by Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act (ADA).

State

  1. Illinois Human Rights Act - To secure for all individuals within Illinois the freedom from discrimination against any individual because of his or her race, color, religion, sex, national origin, ancestry, age, marital status, physical or mental handicap, military status, sexual orientation, or unfavorable discharge from military service in connection with employment…
  2. Contractual - The various collective bargaining contracts entered into by the State of Illinois prohibit discrimination and cover opportunities for employees with disabilities in the DHS workforce.

Department Policy…DHS will make reasonable accommodation to a qualified individual with a disability who makes a written request, unless provision of such accommodations would create an undue hardship on the department. [DHS Administrative Directive 01.08.01.010]

Example: A telephone amplifier was provided to an employee who is hard of hearing to allow the person to use the telephone.

Example: A job applicant had complete loss of vision in one eye and low vision in the other. A closed circuit television system was used to magnify the printed paper during the interview process.