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IECC is committed to maintaining an inclusive and accessible environment in compliance with the Americans with Disabilities Act (ADA) of 1990, its amendments, and Section 504 of the Rehabilitation Act of 1973, as amended.ÌýIECC complies with all federal and state laws concerning the employment of persons with disabilities and to act in accordance with regulations and guidance issued by the Equal Employment Opportunity Commission (EEOC). The District does notÌýdiscriminate against qualified individuals with disabilities in regard to application procedures, hiring, advancement, discharge, compensation, training or other terms, conditions and privileges of employment.

It is the responsibility of individual staff and faculty members to identify themselves as an individual with a disability seeking an accommodation or modification. Individual staffÌýand faculty members are also responsible for documenting their disability (from an appropriate licensed professional) and to demonstrate how the disability limits their ability to complete the essential functions of their job. StaffÌýand faculty members must maintain institutional standards of performance.

Under the Act, a disability is defined as any physical or mental impairment that substantially limits a major life activity. Having a history of impairment or being perceived as having an impairment may also qualify one as an individual with a disability. It is the individual’s responsibility to disclose his/her needs and provide appropriate supporting documentation.

REQUESTING AND PROCESSING ACCOMMODATION REQUESTS
EmployeesÌýwho desire a reasonable accommodation should contact theÌýADA Coordinator for Employment with questions and/or to schedule an appointment.Ìý

1.ÌýÌýÌýÌýÌýÌýEmployee completes an IECC Employee ADA Accommodation Request form describing the nature of the disability and the requested accommodation and submits to the Deputy ADA Coordinator for Employment (or designee). At the employee’s Ìýrequest, a supervisor may assist in the process of initiating the request.

2.ÌýÌýÌýÌýÌýÌýHuman Resources will make contact with the employee upon receipt of request.

3.ÌýÌýÌýÌýÌýÌýDeputy ADA Coordinator for Employment determines if the request for a reasonable accommodation can be granted. Every effort will be made to honor a request for a reasonable accommodation unless it is determined that doing so would pose an undue hardship or fundamentally alter the operations of the institution.

4.ÌýÌýÌýÌýÌýÌýDeputy ADA Coordinator for Employment provides a written response to the employee within 7 business days of receiving all required documentation.Ìý

a)ÌýÌýÌýÌýÌýÌý If the request is approved

·Ìý Ìý an interactive process is coordinated by the Deputy ADA Coordinator for Employment (and District ADA Coordinator as necessary), between theÌý Ìýemployee and supervisor in order to develop a comprehensive plan.

·ÌýÌýÌýÌýHuman Resources will provide the employee and supervisor an Accommodation Letter

·Ìý Ìý supervisor will provide the accommodation(s) described in the Accommodation Letter

·Ìý Ìý employee is responsible for contacting the Deputy ADA Coordinator for Employment if accommodations are not implemented in an effective andÌý Ìý ÌýtimelyÌýmanner

b)ÌýÌýÌýÌýÌýÌý If the request is denied

·ÌýÌýÌýÌýÌýthe Deputy ADA Coordinator for Employment notifies the District ADA Coordinator prior to informing employee of decision.

·ÌýÌýÌýÌýÌýthe employee may appeal the decision by contacting the District ADA Coordinator within 10 business days upon receipt of the written denial.

·Ìý Ìý Ìýthe District ADA Coordinator will review the appeal, in consultation with the Chancellor (or designee), to determine if the original decision is upheldÌý orÌýrepealed.

Employee ADA related questions and inquiries should be directed to the Deputy ADA Coordinator for Employment:

Andrea McDowellÌý
Executive Director of Human Resources
Illinois Eastern Community Colleges
233 East Chestnut Street
Olney, IL 62450-2298
Ph: 618-393-2982
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QUESTIONS
Questions regarding the IECC ADA Policy and/or the American with Disabilities Act should be directed to the District ADA Coordinator.

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GRIEVANCES
Employees who believe IECC has not met its obligations under the ADA should refer to IECC’s Policy to Address a Complaint (100.16).

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