University of Illinois Springfield is committed to full compliance with the Americans with Disabilities Act of 1990 (ADA), as amended, making it unlawful to discriminate in employment against qualified individuals with a disability. More information on this and other University policies can be found in the Academic Staff Handbook.
Are you protected by the ADA?
To be protected from discrimination by the ADA if you are a person with a disability, you must first be qualified – by education, experience, skills, licensure, or other applicable credentialing – to perform the essential functions or duties of the position sought or held. Secondly, you must be able to perform essential job functions on your own or with the help of a reasonable accommodation.
Who is a person with a disability?
A person with a disability has a record of or is regarded as having a substantial impairment which significantly limits, restricts, or impacts a major life activity, such as, for example, hearing, seeing, speaking, walking, breathing, performing manual tasks, caring for oneself, or learning.
What is a Reasonable Accommodation?
A Reasonable Accommodation is any change or adjustment to a job or work environment that allows a qualified applicant with a disability to participate in the job application process, or that reasonably enables a qualified employee with a disability to perform the essential functions of the position, or to enjoy the benefits and privileges of employment of similarly situated persons without a disability.
How does a UIS employee with a disability request a Reasonable Accommodation?
Employees may request a reasonable accommodation by submitting an ADA Reasonable Accommodation Request. As a part of the Reasonable Accommodation Request, employees must submit a medical certification of their disability using the ADA Reasonable Accommodation Request Medical Certification, completed by a medical professional. The medical certification can be obtained before or shortly after submitting an accommodation request online.
Does a Reasonable Accommodation relieve persons with disabilities of performing duties?
Employers, supervisors and other responsible leaders are not required to lower quality or quantity standards as an accommodation. The principal test is the effectiveness and reasonableness of a requested accommodation, and whether the proposed accommodation will remove barriers or ensure that the person with the disability has substantially the same access to perform essential duties and functions as a similarly situated person without a disability. However, on a case by case basis, the accommodation does not have to ensure exactly similar results or provide exactly the same benefits.
How are Reasonable Accommodations determined?
Accommodations must be considered and made on an individual, case by case, basis, because the nature and extent of disabling conditions in relation to job requirements may vary in each case. The process of determining a reasonable accommodation is often, but not always, triggered by a request from the person with the disability, with appropriate certification from a medical care provider. Employees whose disabilities substantially limit their ability to work may be eligible for disability leave.