"First, Plaintiff has presented ample evidence indicating that she made numerous requests, both directly and indirectly, to Defendant to be placed in a smoke-free work environment because of her asthma. Although Ms. Bond never stated the magic words "reasonable accommodation", the Court believes there is little more Ms. Bond could have done to inform Defendant that she required an accommodation for her asthma. See Branson v. West, No. 97 C 3538, 1999 WL 311717, at * 13 (N.D.Ill. May 11, 1999) ("[A]n employee is not required to use the magic words `reasonable accommodation' ..."); Bultemeyer v. Fort Wayne Community Schools, 100 F.3d 1281, 1285 (7th Cir.1996) ("[I]f it appears that the employee may need an accommodation but doesn't know how to ask for it, the employer should do what it can to help."). The Court also finds that a rational jury could determine that Defendant failed to reasonably accommodate Ms. Bond. While Defendant provides evidence of taking at least three measures to accommodate Ms. Bond, a factfinder could conclude that these so-called measures were not reasonable accommodations. First, on May 11, 1993, Defendant administratively transferred Ms. Bond from her records position in Division V to a position in Division VIII, which Defendant argues is the only "smoke-free" area at the CCDOC. Defendant claims that the purpose of this transfer was to grant Ms. Bond's request of working in a smoke-free environment. Second, after Plaintiff successfully grieved her transfer back to the records department in Division V, Defendant placed Ms. Bond on the midnight shift, so that she would be working with fewer people, and therefore, around fewer people smoking."