Chicago Police DepartmentEmployee Resource E01-04
City of Chicago Reasonable Accommodations Policy
Issue Date:05 May 2009Effective Date:05 May 2009
Rescinds:G09-03
Index Category:Employee Rights and Responsibilities
I.Purpose
This directive:
  • A.sets forth the City of Chicago's policy of providing equal access to employment opportunities by providing reasonable accommodations to qualified applicants and employees with disabilities.
  • B.describes the Chicago Police Department's obligations under the Americans with Disabilities Act Amendments Act of 2008 (ADAAA) and other disability laws.
  • C.defines terminology related to persons with disabilities.
  • D.describes Department procedures for members requesting an accommodation under the provisions of the ADAAA.
II.Policy
The City of Chicago is committed to providing equal access to employment opportunities for individuals with disabilities. The City of Chicago recognizes that individuals with disabilities may need reasonable accommodations to participate in or benefit from employment opportunities. It is the policy of the City of Chicago to provide reasonable accommodations to qualified applicants and employees with disabilities.
III.Americans with Disabilities Act Amendments Act of 2008 (ADAAA)
The ADAAA, effective 1 January 2009, amends the Americans with Disabilities Act of 1990. This law prohibits discrimination in state and local government programs and activities on the basis of disability. It guarantees equal opportunity for individuals with disabilities in public accommodations, employment, transportation, state and local government services, and telecommunications. The ADAAA gives civil rights protections to qualified individuals and protects them from discrimination on the basis of disability in regard to job application procedures; the hiring, advancement, or discharge of employees; employee compensation; job training; and other terms and conditions of employment. State and local laws require similar protections.
IV.Request for Reasonable Accommodation
  • A.Member’s Responsibilities
    To request a reasonable accommodation, a Department member will:
    • 1.contact their immediate supervisor or the Department Disability Liaison, Human Resources Division to request an accommodation.
    • 2.complete the City of Chicago Reasonable Accommodation Request form as soon as possible, including information identifying the specific limitations and the accommodation that will enable the member to perform the essential functions of their position.
    • 3.provide medical documentation to the Disability Liaison, when requested, that:
      • a.identifies the member’s medical impairment;
      • b.certifies that the impairment rises to the level of a disability by specifically identifying the major life activity that is substantially limited by the impairment and identifying how the major life activity is substantially limited.
    • 4.engage in the interactive process with the Disability Liaison.
  • B.Immediate Supervisor’s Responsibilities
    The requesting member’s immediate supervisor will:
    • 1.submit a To-From-Subject report before the end of their tour of duty directly to the Disability Liaison when a member requests an accommodation. The request for accommodation may be written or oral. The To-From-Subject report will contain the following items:
      • a.name of member requesting accommodation,
      • b.star number (for sworn members) and employee number of member requesting accommodation,
      • c.nature of the requested accommodation,
      • d.date and time that the member made the request for accommodation.
    • 2.notify the Disability Liaison telephonically, indicating that the To-From-Subject report has been submitted.
    • 3.maintain confidentiality.
    • 4.provide the member with a copy of the City of Chicago Reasonable Accommodation Request Form and instruct the member to complete and return the form as soon as possible.
    • 5.respond promptly to requests from the Disability Liaison for information concerning the accommodation request.
  • C.Disability Liaison’s Responsibilities
    The Disability Liaison will:
    • 1.assist and provide guidance in processing reasonable accommodation requests from Department members.
    • 2.be authorized to:
      • a.process requests for reasonable accommodation.
      • b.request medical information, if needed.
      • c.receive ongoing training in the ADAAA.
    • 3.maintain confidentiality.
    • 4.provide a City of Chicago Reasonable Accommodation form to the member requesting an accommodation whether the request is received from the member or the member’s immediate supervisor.
    • 5.review documentation submitted by the member requesting an accommodation to determine if:
      • a.a medical impairment exists;
      • b.a major life activity is substantially limited;
      • c.the member is a qualified individual with a disability and can perform the essential functions of their position with or without an accommodation; and
      • d.there is an accommodation(s) that will enable the member to perform the essential functions of their position.
    • 6.engage in the interactive process with the member seeking an accommodation.
    • 7.notify the member in writing of the determination whether:
      • a.the member is deemed to be a qualified individual with a disability as defined by the ADAAA.
      • b.the accommodation request will be granted or an alternative accommodation is being offered that will allow the member to perform the essential functions of their position.
V.Availability of City of Chicago Reasonable Accommodation Procedures Manual and Required Forms
  • A.An electronic version of the City of Chicago Reasonable Accommodation Procedures For Employees and Applicants with Disabilities manual is available through the Human Resources Division's intranet site.
  • B.The City of Chicago Reasonable Accommodation form is available from the unit Human Resources Liaison or from the Employment Services Section or online through the Human Resources Division's intranet site.
VI.Appeal Rights
If an individual is determined not to be a qualified individual with a disability or if a member’s request for reasonable accommodation is denied, the denial can be appealed to:
  • A.the City of Chicago Commissioner, Human Resources, if the individual is rejected from City employment based on a physical disability.
  • B.the City of Chicago Reasonable Accommodation Review Board for all other denials.
Jody P. Weis
Superintendent of Police
08-195 PMD