Test Your Knowledge

Do employees have to specifically ask for a “reasonable accommodation” for a disability?

Answer: No

No. A reasonable accommodation is a change in the work environment or in the way work is customarily done, enabling an individual with a disability to perform the essential functions of the job. The employee doesn't need to use the words “reasonable accommodation” to notify you they need an adjustment or change at work due to a health or medical condition or disability.

For example, “I’m having a difficult time breathing while wearing this face mask,” could be considered a request for a reasonable accommodation. If the initial communication is unclear, ask the individual if they are requesting a reasonable accommodation. Once you're put on notice, an employee may need a reasonable accommodation; you have a duty to engage in the interactive process with the employee to identify an effective accommodation.

With respect to the COVID-19 pandemic, reasonable accommodations may include:

• Modified face covering;
• Non-latex gloves for those with allergies;
• Remote work for employees at higher risk of severe illness from COVID-19;
• If employees at higher risk cannot perform their job remotely, reasonable accommodations to reduce exposure to COVID-19 could include designating one-way aisles, using plexiglass or other barriers to ensure minimum distances whenever possible, a modified schedule, temporary restructuring of marginal job duties, or a temporary transfer to a different position; or
• A leave of absence.

For additional information regarding the interactive process and reasonable accommodations, including medical documentation, you may contact your FrankAdvice HR Consultant.