Q& A – What should I do if an employee says that he or she is disabled and requires accommodation?

Q. What should I do if an employee says that he or she is disabled and requires accommodation?

A. This answer is highly dependent upon the circumstances. Here are steps to follow:

  • Look at the particular job involved. Determine its purpose and its essential functions.
  • Consult with the employee and with his or her health care provider to find out his or her specific physical or mental abilities and limitations as they relate to the essential job functions.
  • In consultation with the employee, the employee’s health care provider, and other resources, identify potential accommodations and assess how effective each would be in enabling the employee to perform essential job functions. Other resources to assist employer in finding accommodations are readily available, and employers cannot defend a failure to accommodate based upon a lack of knowledge of available alternatives.
  • If there are several effective accommodations, the employer may provide the one that is the least costly. Employers need not provide an accommodation the employee wants is there is an equally effective, less-costly alternative.
  • If there is no reasonable accommodation that may be provided, determine whether an open, available position exists for which the employee is qualified, and offer it to the employee.

If you have questions, contact your MSEC representative at 800.884.1328.

Click here to view our Americans with Disabilities FYI which provides on overview on the ADA.