Tips For Handling ADA Accommodation Requests

• Recognize the Accommodation Request Employers should understand that requests can be verbal or written. Regardless, acknowledge any request for help due to a medical condition or disability, even if the employee doesn't mention the ADA or use the term "accommodation".
• Engage in the Interactive Process Employers must promptly begin a good-faith dialogue with the employee after receiving a request. This includes discussing the nature of the limitations, the job's essential functions, and the possible accommodation options.
• Request Reasonable Medical Documentation (If Needed) Employers can ask for limited documentation to confirm the existence of a disability and the need for an accommodation. This process often intersects with other leave types, such as disability leave management.