Thus, the harassment claim is outside the scope of the EEOC charge. See Ross v. Ed Napleton Honda, Inc., No. 04 C 4935, 2005 WL 38742, at *4 (N.D. Ill. Jan. 7, 2005) (holding that harassment claim was outside the scope of a failure-to-accommodate EEOC Charge); cf. Green v. Nat'l Steel Corp., 197 F.3d 894, 898 (7th Cir. 1999) ("[A] failure to accommodate claim is separate and distinct from a claim of discriminatory treatment under the ADA."). Failure to Accommodate
The claims are not alike or reasonably related unless there is a factual relationship between them. This means that the EEOC charge and the complaint must, at minimum, describe the same conduct and implicate the same individuals.”); see also Ross v. Ed Napleton Honda, Inc., 2005 WL 38742, at *2 (N.D.Ill. Jan. 7, 2005) (same for IDHR charge). McQueen filed an administrative charge with the EEOC, and the other Plaintiffs filed with the IDHR. (The agencies have a work sharing arrangement providing that a charge filed with one is deemed cross-filed with the other.