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1. #I request reasonable accommodations during my appointment. how to#
2. #I request reasonable accommodations during my appointment. software#

#I request reasonable accommodations during my appointment. software#

They were unsure if the screen reading software would be compatible with the new system. A year later the employer was in the process of updating the company database. The employer found no hardship in switching the days.Įxample B: An employer purchased screen reading software for an employee as a reasonable accommodation. The employee asked if they could start flexing their schedule on Wednesdays instead of Fridays. The employee later learned that the therapist was altering hours of operation and approached the employer. The employer approved the accommodation, allowing the employee to flex their Friday schedule. If the accommodation was provided based on a medical restriction, then it may be appropriate to ask for updated documentation before removing the accommodation to make sure it’s safe to do so.Įxample A: An employee requested a modified schedule to assist with attending a weekly therapy appointment.

You might make sure the employee knows who to talk with if anything else changes in the future. You might simply document and have the employee sign off that the accommodation is no longer needed. If the accommodation was simply recommended by the provider and not required based on a medical restriction, updated medical information may not be needed.

There is a difference between a restriction and recommendation from the medical provider. If an accommodation is no longer needed, determine the most appropriate way to document.Although not required, consider the employee’s preferred accommodation. If exploring alternative accommodations, make sure they meet the needs of the employee with a disability.Remember that if an accommodation starts to pose a hardship, you also can initiate the conversation about a needed change.If an employee indicates that a change is needed, you likely want to engage and explore alternative options that might be effective without causing you hardship.

#I request reasonable accommodations during my appointment. how to#

(See: How to Inform an Employer That an Accommodation is Not Effective and a Sample Letter) If the employer suggests an ineffective accommodation, document and explain why it’s ineffective for your needs.

In some cases, an employee may indicate that they no longer need an accommodation. When employers want to change or remove an accommodation, they should engage in an interactive process with the employee to explore alternative ideas. There are various reasons an accommodation might need to be changed or removed for example, an accommodation no longer meets the disability-related needs of the employee or begins to pose a hardship, or there are alternative accommodations that would be equally effective and better meet the employer’s business needs. Even a long-term reasonable accommodation may not be permanent.

Accommodations are not guaranteed to last forever and there are times when a change may be needed by the employee or employer.Īccommodations are individualized and may be continuous or temporary. However, the interactive process is meant to be ongoing. A common misconception is that once an effective accommodation is implemented, the decision is final.