Policy on accomodating disabilty of employees
One of the key non-discrimination requirements of Title I of the ADA is the obligation to provide reasonable accommodation for employees with disabilities.
If an employer chooses to do this, the employer should make clear to the employee that the interim accommodation is temporary. How can employers recognize an accommodation request?
In other situations, the employer may need to ask questions concerning the nature of the disability and the individual's functional limitations in order to identify an effective accommodation.
While the individual with a disability does not have to be able to specify the precise accommodation, he/she does need to describe the problems posed by the workplace barrier.
Under the ADA, employers must limit the scope of a medical inquiry in response to an accommodation request.
When the disability or need for accommodation is not obvious, an employer may require that the employee provide medical documentation to establish that the employee has an ADA disability, to show that the employee needs the requested accommodation, and to help determine effective accommodation options.
For example, an employer could ask a deaf employee who is being sent on a business trip if he/she needs reasonable accommodation.