Employment Workplace Discrimination For Disability Cases In Illinois
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FAQ
An employer disciplines a woman because she has had to take time off to care for her disabled child. He has not disciplined other workers who have had similar amounts of time off work. This would be counted as direct disability discrimination.
Employers must make reasonable accommodations for the known physical or mental limitations of otherwise qualified employees and applicants with disabilities, unless employers can show that these accommodations would be prohibitively expensive or would unduly disrupt normal business operations.
For example, if a school refuses to take a child who suffers from epilepsy unless she stops having fits, this will count as discrimination. In some cases, an education provider can treat a disabled student less favourably if it can justify this.
In what areas does the Illinois Human Rights Act ("Act") prohibit discrimination? The Act prohibits discrimination in the areas of employment, real estate (housing) transactions, access to financial credit, and public accommodations.
The Americans with Disabilities Act (ADA) prohibits discrimination on the basis of disability. The Illinois General Assembly is committed to making legislative activities and facilities accessible to all.
A person has a disability if the condition substantially limits at least one major life activity, such as walking, hearing, seeing, working, or learning. A person can also be considered disabled under civil rights laws if regarded as having disability, even if the actual condition does not qualify as a disability.