Equal Opportunity Initiatives

Affirmative Action

It is the policy of the Board of Trustees of Illinois Valley Community College to comply with the guidelines of Federal Executive Orders #11246 and #11375. IVCC endorses and implements a policy for equal employment opportunity for all individuals regardless of race, color, national origin, disability, age, religion, sex, sexual orientation, genetic information, or any legally protected classification. Affirmative action is taken to ensure that this policy is enforced in all phases of the College operation and its maintenance.

In accordance with Federal law, IVCC attempts to comply with the policy of equal employment opportunity for all its employees. Discrimination in any area of the College is prohibited.

Responsibility for the Affirmative Action Program

In general, all College employees are responsible for the implementation of the Affirmative Action Program in terms of observing and reporting problem areas, formulation of goals and policies, and participation in activities to improve the employment opportunities of women and minority groups. The ultimate responsibility for this policy rests with the Board of Trustees, and the President of the College is charged with policy implementation. The Director of Human Resources will administer the Affirmative Action Policy and will keep up-to-date records.

Implementation of the Policy

Equal employment opportunity shall be promoted in all areas of the College. Job descriptions and employment selection policies will be reviewed on a regular basis to ensure they are current and are not discriminatory in any manner.

No employee will be terminated on the basis of race, color, national origin, disability, age, religion, sex, sexual orientation, genetic information, or any legally protected classification.

The College is maintained on a non-segregated basis. Compensation and fringe benefit programs are administered without regard to race, color, national origin, disability, age, religion, sex, sexual orientation, genetic information, or any legally protected classification.

The College urges that all contractors comply with Federal and State Statutes.

Dissemination of the Policy

The Affirmative Action Policy at IVCC is disseminated in the following manner:

  1. It is included in the Employee Guidebook which is available to all employees.
  2. It is provided to individuals involved in personnel employment, training, promotion and termination.
  3. The Equal Employment Opportunity statement is incorporated in the following publications and forms: purchase orders, leases, construction contracts, purchasing guidelines, college catalog, faculty handbook, employee guidebook, and other publications where necessary.
  4. Listings of job vacancies at IVCC include the Equal Employment Opportunity statement.
  5. Personnel at IVCC are encouraged to communicate to persons and organizations outside the College community that the college is an equal opportunity employer.

Americans With Disabilities Act

It is the policy of the Board of Trustees of Illinois Valley Community College to do everything reasonable, necessary and appropriate to comply with the Americans with Disabilities Act and the ADA Amendments Act of 2008. It will conduct a compliance review as required, and a report will be kept on file. The college is an equal opportunity employer and, therefore, it automatically is on record for having non-discrimination policies in its employment practices.

Further, the College complies with Title IX of the Higher Education Act, Title VII of the Civil Rights Act of 1964 and 1991, and Sections 503 and 504 of the Rehabilitation Act of 1973 -- these acts also prohibit various discriminatory actions.

The Human Resources Director will ensure compliance with this Act and be responsible for receiving, managing and resolving complaints within a reasonable period of time.

Grievance Procedures


  1. This Americans with Disabilities Act Grievance Procedure ("Procedure") is established pursuant to the Americans with Disabilities Act of 1990 and the ADA Amendments Act of 2008, 42 USC Section 12101 et seq., ("ADA") and specifically Section 35.107 of the Title II regulations, 28 CFR Part 35, requiring that a grievance procedure be established to resolve grievances asserted by qualified individuals with disabilities. Should any individual desire to review the ADA or its regulations to understand the rights, privileges and remedies afforded by it, please contact the Designated Coordinator.
  2. In general, the ADA requires that each program, service, and activity offered by the Board, when viewed in its entirety, be readily accessible to and usable by a qualified individual with disabilities.
  3. It is the intention of Illinois Valley Community College to foster open communications with all individuals requesting readily accessible programs, services and activities. The College encourages supervisors of programs, services and activities to respond to requests for modifications before they become a grievance.


"Grievance" is any complaint under the ADA by an individual with a disability who meets the essential eligibility requirements for participation in or receipt of the benefits of a program, activity or service offered by this College and believes he or she has been excluded from participation in, or denied the benefits of any program, service or activity of the College or has been subject to discrimination by the College.

"Complainant" is an individual with a disability who files a Grievance Form provided by the College under this procedure.

"Designated Coordinator" is the person appointed by the President of the College who is responsible for the coordination of efforts of the College to comply with and carry out its responsibilities under Title II of the ADA including investigation of grievances filed by complainants.

The Vice President for Academic Affairs is IVCC's Designated Coordinator.


  1. Grievances must be submitted through the channels defined below in the form and manner as described within the specified time limits. It is mutually desirable and beneficial that grievances be satisfactorily resolved in a prompt manner. Time limits established in this procedure are in calendar days, unless otherwise stated, and may be extended by mutual agreement in writing by the complainant and the reviewer at the Designated Coordinator and Final levels, that is, the IVCC Board of Trustees.
  2. A complainant's failure to submit a grievance, or to submit or appeal it to the next level of procedure within the specified time limits shall mean that the complainant has withdrawn the grievance or has accepted the last response given in the grievance procedure as the College's last response.
  3. The College Coordinator shall, upon being informed of that individual's desire to file a formal grievance, instruct the individual how to receive a copy of this Procedure and the Grievance Form.


Illinois Valley Community College is committed to providing prompt and effective resolution of questions regarding denial of academic adjustments/accommodations, and encourages informal resolution of complaint as close to the source as possible.

The College may deny the requests of students with disabilities for accommodations and/or auxiliary aids which impose an undue hardship on the college, which substantially modify academic standards, programs, or course work, or those for which documentation is insufficient.

When a student’s request for disability accommodations and/or auxiliary aids is denied, it is recommended that the student:

 1.Discuss the situation with the Disability Services Coordinator

2.Follow the IVCC ADA Grievance Procedure detailed in the catalog and IVCC Student Handbook

Designated Coordinator Level

  1. If an individual desires to file a formal written grievance, the individual shall promptly, but no later than 180 days after the alleged discrimination, submit the grievance to the Designated Coordinator in writing on the Grievance Form prescribed for that purpose. The Grievance Form must be completed in full in order to receive proper consideration by the Designated Coordinator.
  2. Upon request, assistance shall be provided by the Designated Coordinator to complete the Grievance Form.
  3. The Designated Coordinator, or his or her representative, shall investigate the grievance and shall make reasonable efforts to resolve it. The Designated Coordinator shall provide a written response to the complaint and President of the College within ten (10) business days after receipt of the Grievance Form.

Final Level

  1. If the grievance has not been resolved at the Designated Coordinator Level to the satisfaction of the complainant, the complainant may submit a copy of the Grievance Form and Designated Coordinator's response to the President of the College for final review. The complainant shall submit these documents to the President, together with a short written statement explaining the reason(s) for dissatisfaction with the Designated Coordinator's written response, within five (5) business days after receipt by the complainant of the Designated Coordinator's response.
  2. The President of the College may decide to appoint a three-member panel to review the grievance at this level. One member so appointed shall be the designated chairman.
  3. The complainant shall be afforded an opportunity to appear before the panel. Complainant shall have a right to appoint a representative to appear on his or her behalf. The panel shall review the Designated Coordinator's written response and may conduct interviews and seek advice as it deems appropriate.
  4. Upon reaching a concurrence, the panel shall make recommendations in writing to the President as to the proper resolution of the grievance. All recommendations shall include reasons for such recommendations and shall bear the signatures of the concurring panel members. A dissenting member of the panel may make a recommendation to the President in writing and shall also sign such recommendations.
  5. Upon receipt of recommendations from a panel, the President shall approve, disapprove or modify the panel recommendations, shall render a decision thereon in writing, shall state the basis therefore and shall cause a copy of the decision to be served on the parties. The President's decision shall be final. If the President disapproves or modifies the panel recommendations, the president shall include written reasons for such disapproval or modification.
  6. The Grievance Form, the Designated Coordinator's response, the statement of reasons for dissatisfaction, the recommendations of the panel and the decision of the President shall be maintained in accordance with the State Records, Ill. Rev. Stat. 1989, ch. 116. par. 43.3 et seq., or as otherwise required by law.
  7. The decision of the President may be appealed to the Board of Trustees of IVCC. Only the findings and recommendations of the panel will be reviewed by the Board of Trustees. Only the complainant or his/her representative has the right to appear at the appeals session with the Board of Trustees.


The President shall ensure that all stages of the procedure are readily accessible to and usable by individuals with disabilities.

Case-By-Case Resolution

Each grievance involves a unique set of factors which include but are not limited to: the specific nature of the disability; the essential eligibility requirements, the benefits to be derived, and the nature of the service, program or activity at issue; the health and safety of others; and, whether or not an accommodation would constitute a fundamental alteration to the program, service or activity or undue hardship on the College. Accordingly, termination of a grievance at any level, whether through the granting of relief or otherwise, shall not constitute a precedent on which any other complainants should rely.

Request for Reasonable Accommodations

If an individual has a request for a reasonable accommodation, the individual should contact his or her immediate supervisor. The Director of Human Resources will work with the supervisor to make sure an individualized assessment is conducted to determine if the employee or applicant meets the definition of an individual with a disability which substantially limits major life activities and is a qualified individual for the position based on the job description. The individualized assessment will start with information regarding the nature and severity of the disability. It will include relevant medical and psychological information which may be requested by the Director of Human Resources. For applicants, this information gathering should follow the offer of employment per Section 504 of the Rehabilitation Act of 1973 and Title II of the Americans With Disabilities Act, and their implementing regulations. Part of this step is determining the essential functions of the position. The current job description will be used to assist staff in this part of the process.

The College will consult, as needed, or form a committee with the employee or applicant, his or her physicians, psychologists, or other mental health professionals as appropriate, supervisors, department heads, attorneys, Human Resources staff, etc. The committee membership will be flexible depending on need and appropriateness, but at a minimum will include the employee or applicant, an appropriate supervisor, and the Director of Human Resources.

The committee will determine various methods of accommodating an employee or applicant who has been determined to be disabled and can perform the essential functions of the job. Only after exploring all of the options for accommodating the disabled employee or applicant will there be any determination of what is reasonable and attainable, given the resources available. The suggestions of the disabled employee or applicant will be strongly considered, but the College will not be required to use those suggestions if other, more prudent methods are available and equally effective. Should additional information be needed or required, the Director of Human Resources will contact the Job Accommodation Network, the Great Lakes Disability and Business Technical Assistance Center, and/or the local Vocational Rehabilitation Office.

If the committee concludes that a reasonable accommodation cannot be achieved, the employee or applicant may be denied college-provided accommodation. In such circumstances, employees will be notified of the right to file a grievance through the grievance procedure.

Throughout the process, the College will maintain documentation clearly showing how the matter was addressed, how the individual was kept informed, and the logic behind the committee's decision.

Reasonable Accommodations for Students

  1. Students interested in receiving services through the Disability Services Office must first present appropriate documentation to the Disability Services Coordinator. It is the Coordinator’s job to determine: 1) if documentation is appropriate and complete, 2) whether the student is a qualified student with a disability, 3) whether the student is functionally limited in one of the major life areas by his/her disability, 4) which accommodations would be reasonable and appropriate based on documentation.
  2. Ideally, documentation should be presented at least two weeks before the start of a new class. For students who have a hearing impairment and are in need of an interpreter, a one month notice is required. The Disability Services Office will make all reasonable attempts to arrange accommodations and services in a timely manner. However, it should be noted that texts in alternate format and interpreters may take several weeks to procure.
  3. The student must make an intake appointment with the Disability Services Coordinator to discuss eligibility, strengths, needs, and possible accommodations and/or support services.
  4. Students will fill out a brief intake application and appropriate releases if necessary.
  5. If documentation is sufficient, and a student has a qualifying disability, accommodation paperwork will be completed and procedures will be explained.
  6. The student will then be responsible for taking academic accommodation sheets to their instructors and, if desired, explaining the need for those accommodations. Note that students do not need to disclose their disability to instructors. However, we’ve found that the more instructors know, the more they are able to assist students.
  7. Students are required to schedule a mid-term check-up appointment with the Disability Services Coordinator and are encouraged to stop by at least twice a semester to report on their progress.
  8. Students will need to repeat steps 3 and 6 at the beginning of each new semester.

Title IX of Educational Amendments of 1972

Title IX prohibits sex discrimination against any participant in an educational program or activity. The Associate Vice President for Student Services is IVCC's compliance officer in regard to issues of gender equity and sexual harassment involving students.