Employee Responsibilities in the Accommodation Process

Under the Americans with Disabilities Act (ADA) and Section 504 of the Rehabilitation Act, employees with disabilities also have responsibilities to ensure a fair and cooperative workplace. Here are the key responsibilities:

1. Requesting Accommodations

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  • Employees must inform their employer if they need a reasonable accommodation to perform their job.
  • This request can be made in writing or verbally, but clear communication helps ensure timely and appropriate adjustments.
  • Employees should be prepared to discuss how their disability affects their job and suggest possible accommodations.

2. Providing Necessary Documentation

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  • Employers may request reasonable medical documentation to confirm the need for an accommodation.
  • Employees should provide this documentation in a timely manner and work with their employer to determine an appropriate accommodation.

3. Engaging in the Interactive Process

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  • Employees should actively participate in discussions with their employer about accommodation options.
  • If a suggested accommodation does not work, employees should communicate their concerns and explore alternatives.

4. Meeting Essential Job Functions

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  • Employees must be able to perform the essential functions of their job, with or without reasonable accommodations.
  • The ADA and Section 504 do not require employers to remove essential job duties or lower performance standards.

5. Following Workplace Policies

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  • Employees with disabilities must adhere to workplace rules, policies, and conduct standards that apply to all employees.
  • Reasonable accommodations may be provided to help meet these expectations, but they do not exempt employees from following company policies.

6. Reporting Discrimination or Retaliation

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  • If an employee experiences discrimination or retaliation for requesting an accommodation, they should report it to the Office of Equal Opportunity.

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