Disabled employees are entitled to reasonable accommodations, which must be decided on the basis of an interactive discussion between the employer and employee.
Some employees, perhaps sensitive about their medical histories, try to limit the information their employers can see. That can compromise the interactive process. Without knowing what the employee’s limitations—or indeed whether the employee is disabled under the ADA—employers may be left guessing how to accommodate. Don’t let that happen.
As the employer, you are entitled to enough information about the employee’s condition to determine whether she is indeed disabled.
If the employee refuses to provide relevant medical information or assessments, then the interactive process fails. She can’t later claim that you refused to consider a reasonable accommodation.
Recent case: Jami went to work as a pharmaceutical sales representative. From the beginning, it was clear t...(register to read more)
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