What to Do When You Receive a Request for an ADA/ADAAA Accommodation
To be safe, whenever an employee indicates they are having a problem, and if the problem is at all related to a medical condition, you or the manager should consider whether the employee is making a request for accommodation under the ADA/ADAAA.
To ensure that qualifying employees receive “effective and reasonable accommodations,” you need to:
1. Contact the employee within 10 days to get more information and determine if they have a qualifying disability under the ADA/ADAAA, and request medical certification if needed.
Keep this in mind: Only ask medical questions that are necessary for accommodation follow-up.
2. Document job restrictions.
- Impaired vision
- Impaired hearing
- Limited standing, sitting, or use of the computer
- Limited lifting ability
- Need for a non-standard break regimen
- Need for only sedentary work
Keep this in mind: Any medical documentation must be kept confidential and separate from the employee file.
3. Identify options for accommodations.
A great resource for this is the Job Accommodation Network (JAN), https://askjan.org.
4. Assess the selected accommodation.
- Will this satisfy the ADA/ADAAA requirements?
- Does this work for the employee?
- Does this work for the company?
5. Implement the accommodation.
- Train your employee about the accommodation.
- Document any vendor names and costs associated with accommodation.