Get Sp Procedure For Processing Requests For Reasonable Accommodation Under Adaada Final Sp.doc

SHRM provides a checklist for your convenience. Step 1: Determine Whether the Employer Is Covered by the ADA. ... Step 2: Have a Policy and Procedure for Handling Accommodation Requests. ... Step 3: Initiate the Interactive Process. ... Step 4: Assess Whether the Employee Has a Disability Under the ADA. ... Step 5: Determine Accommodations.

Examples of reasonable accommodations include providing interpreters, readers, or other personal assistance; modifying job duties; restructuring work sites; providing flexible work schedules or work sites (i.e. telework) and providing accessible technology or other workplace adaptive equipment.

Housing providers are required to promptly process requests for reasonable accommodations and reasonable modifications, but there is no set deadline or timeframe for them to respond to a request.

Under the ADA, when an employee requests an accommodation and the disability and need for accommodation are not obvious, then the employer can request medical documentation to help determine whether the employee has a disability and needs the requested accommodation and information to help process the accommodation ...

The first step in the reasonable accommodation process is disclosure of a disability, as employers are only required to accommodate disabilities of which they are aware.

5 Steps to the ADA Interactive Process Request relevant medical information. ... Review the job description. ... Identify possible accommodations. ... Select an accommodation. ... Follow up with the employee.

The regulations from the Equal Employment Opportunity Commission (EEOC) do not specify how long the reasonable accommodation process should take. However, the process should be accomplished as quickly as possible. The employer must engage in the reasonable accommodation process and not ignore a request.