The Village reaffirms its commitment to comply with the Americans with Disabilities Act ("ADA") and the Illinois Human Rights Act. The ADA makes it unlawful to discriminate in any employment practices such as recruiting, hiring, promoting, training, reduction-in-force, pay, firing, classifications, leaves, benefits, etc., against a job-qualified individual with a physical or mental impairment that substantially limits a major life activity, an individual who has a record of such a limiting impairment, or an individual who is regarded as having such an impairment. The term "pregnancy" for purposes of this policy shall mean pregnancy, childbirth, or medical or common conditions related to pregnancy or childbirth.
The Village will provide reasonable accommodations to such qualified individuals with a disability or pregnancy, such as making the workplace readily accessible and providing necessary equipment and devices for such individuals in the functioning of their job.
It is the responsibility of the employee to bring his/her need for any such modification to the workplace or necessary equipment or device to the attention of his/her Department Manager. This information will be kept confidential and separate from the employee's personnel file. The employee and Department Manager shall work to mutually agree upon a reasonable accommodation. However, the Village does not guarantee that the accommodation shall necessarily be the one requested by the employee or the "best" accommodation but only that it shall be one that enables the employee to perform the essential functions of the job. Accommodations will not be provided if doing so would create an undue hardship on the Village. If the employee is not satisfied with the reasonable accommodation provided by the Department Manager, the employee may bring the matter to the attention of the Village Manager.
Lactation Accommodation Policy
The Village will provide employees with a safe space and a reasonable amount of break time to accommodate the employee's need to express breastmilk for their nursing infant child, for up to one (1) year following the child's birth. The requested break time, if possible, should be taken concurrently with other scheduled or provided break periods. Employees will be paid for any additional amount of reasonable break time needed to express breast milk, unless doing so would cause the Village undue hardship in accordance with applicable law.
(Ord. 23-1853, passed 5-3-23)