In Chicago, IL: An employee completed our employment application and indicated 'no' in the reasonable accommodation section, also indicating that she is able to perform all essential functions of the job description.
Two months later, she is asking for accommodation and she confides in a manager that a friend told her not to indicate anything on the application originally.
Her disability happened long before she came to work for us; do we now have to accommodate her; after learning she lied on the application?
I appreciate the help.

