The interactive process for requesting reasonable accommodation in the workplace can be initiated by either the employee or the supervisor contacting Disability Resources. If an employee comes forward to his or her supervisor and requests assistance with a disability or medical condition, the supervisor should refer the employee to Disability Resources.
- Disability Resources will talk with the employee to obtain appropriate and sufficient documentation to verify the need for an accommodation.
- If the employee is eligible for reasonable accommodation, Disability Resources will interact with the employee and the supervisor to identify potential reasonable accommodations that will allow the employee to perform the essential functions of the job.
- If the employee is not eligible for reasonable accommodation, Disability Resources may assist the supervisor in identifying voluntary and readily achievable means for meeting the employee’s needs.
- Employees with disabilities are responsible for contacting Disability Resources if reasonable accommodations are not implemented in an effective or timely way.
- Employees who have been out on an extended FMLA leave for a serious health condition may find it beneficial to contact Disability Resources to discuss the need for possible accommodations.
Important information for supervisors
- If the supervisor has concerns or questions regarding disability in the workplace, he or she should contact Disability Resources to consult before talking to the employee about those concerns.
- Accommodation requests may not be denied by the supervisor or department before it, and possible alternatives, are thoroughly evaluated in consultation with Disability Resources.
- Departments may find it beneficial to contact Disability Resources to discuss the referral of employees who have been out on an extended FMLA leave for a serious health condition.