This is your 30-Second Employer Training:

Employment Basics

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Good Day!Good Day!

30-Second DEI Trainings are a collaborative effortComing soon will be local Disability Resource Coordinators in several areas of the state.

What should I do when my employee asks me for an accommodation?

Ask for documentation of the employee’s functional limitations to

support the request if the need for the accommodation is not

obvious.

Ask my employee relevant questions that will enable me to

make an informed decision about the request.

All of the Above.

Engage in an informal, interactive process to find an effective accommodation.

Yes. If an applicant or employee requests

an accommodation and the need for the

accommodation is not obvious, or if you

do not believe the accommodation is

needed, you may request documentation

of the individual’s functional limitations

to support the request.

But there are other things you should do

when your employee requests

accommodation.

True, but there is more…

Try Again!

Yes. The EEOC recommends that the

employer and employee work together

to identify the appropriate

accommodation. This informal,

interactive process allows you to clarify

what your employee needs and identify

the appropriate accommodation.

However, you should do other things

when responding to an accommodation

request.

This is one good idea…

Please try again for the best answer!

When an employee requests an accommodation,

you may discuss the disability, functional

limitations, and need for accommodation. You

may ask the individual relevant questions that

will enable it to make an informed decision

about the request. This includes asking what type

of reasonable accommodation is needed. The

exact nature of your dialogue will vary depending

on the complexity of the request and disability

related issues.

However, asking questions is only part of the process.

Yes, but that is not all….

Try Again!

When your employee with a disability asks for an accommodation,

you should engage in an interactive process with the individual to

identify an effective accommodation. This process can include asking

relevant questions and requesting reasonable medical documentation.

Negotiations about accommodation should be done on a case-by-case

basis. Ultimately, the goal is to identify an accommodation that meets

the needs of your employee and your business!

For more information on the accommodation process, visit JAN’s Employers Practical Guide to Reasonable Accommodation under the ADA.

CORRECT!

Thank youFrom Glenn Olsen yourDisability Employment InitiativeState LeadGlenn.olsen@dwd.wisconsin.gov