Reasonable Accommodation FAQs

  1. What is reasonable accommodation?

    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. How does one request reasonable accommodation?

    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 - IL444-4231 Request for Reasonable Accommodation (pdf) - (R- 6-16)according to process in DHS Reasonable Accommodation Administrative Directive 010801010.

  3. Who are reasonable accommodation liaisons?

    Staff designated by Chief Administrator who review and make recommendation on reasonable accommodation requests from their respective division.

  4. Can an employer refuse to provide reasonable accommodation?

    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. What if I'm on a Leave of Absence?

    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 IL444-4232 - Physician's Medical Review (pdf) or a CMS-95 (pdf).

  6. What if I disagree with the response to my Reasonable Accommodation Request?

    Appeals shall be made by the employee or applicant in writing directly to the Bureau of Job Accommodation using an IL444-4233 Appeal of Denial of Reasonable Accommodation Request (pdf) 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.