Request for Medical Status Evaluation Under ADA
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FAQ
Providing an assistant as needed may be a reasonable accommodation for a person with a disability, if this does not impose an undue hardship. Examples include: An assistant may be needed to retrieve items on shelves, file, or selectively assist a person with quadriplegia with other clerical duties.
Dear Mr./Ms. (Contact at Human Resources Department): I work at ________(Company Name) as a ________(Your Job Title) and have been in this position since ____ (Date). I am writing to request that you provide __________________(list accommodation needed here) as a reasonable accommodation under the ADA.
Your name and position. The date. Information about your disability. A request for accommodation. Accommodation ideas. Medical information.
____________________________________________________________________ Provide the name, address, telephone and fax numbers of your health care provider. The provider may receive a request from us for information regarding your impairment/disability and recommendations for accommodations.
If the employer does deny the request, he or she could still violate the ADA requirements by a lack of documentation or appropriate paperwork. If the employer just denies the request but does not state a reason on the form, he or she may face litigation.
Step 1: Determine Whether the Employer Is Covered by the ADA. Step 2: Ensure a Policy and Procedure Exist for Handling Accommodation Requests. Step 3: Determine Whether the Employee with a Disability Is "Qualified" Step 4: Initiate the Interactive Process. Step 5: Assess if the Employee Has a Disability Under the ADA.
Identify yourself as a person with a disability. State that you are requesting accommodations under the ADA (or the Rehabilitation Act of 1973 if you are a federal employee) Identify your specific problematic job tasks. Identify your accommodation ideas.
Step One: Determine whether an individual has a disability and meets minimum qualification standards. Step Two: Determine the essential functions of the job. Step Three: Identify the abilities and limitations of the individual. Step Four: Identify potential accommodations.
A reasonable accommodation is any change to the application or hiring process, to the job, to the way the job is done, or the work environment that allows a person with a disability who is qualified for the job to perform the essential functions of that job and enjoy equal employment opportunities.