It can be very intimidating to approach your employer with a request for reasonable accommodations under the Americans With Disabilities Act (ADA).
Understanding more about how the process of requisition accommodations works and what you are expected to do, however, can make it easier to proceed with confidence. Here are some basics you should know before you start:
What do you need to tell your employer about your disability?
Your employer is obligated to make accommodations once they’re aware of your limitations. In some cases, your disability may be obvious (or fairly so), but many people suffer from “invisible” illnesses that require a little bit of explanation.
You are not required to tell your employer everything about your condition. Your employer is permitted to request documentation that supports your claim of a disability and need for accommodation when your condition is not obvious, but a brief letter from your physician or another health care provider should be sufficient.
You are not required to give your employer open access to your medical records to prove your condition or need for accommodation. If there is some clarification needed about your disability or needs, your employer may ask if they can obtain information directly from your medical provider, but you are entitled to restrict any release of information you sign to just the relevant information that is required.
Communication between an employer and employee is the name of the game when it comes to negotiating the appropriate workplace accommodations for a disability, but that doesn’t mean that your employer gets to pry into your life until they’re “satisfied” that your disability is valid. If your employer seems to be reluctant to accommodate your needs because they don’t believe your disability is valid, you may need to seek legal guidance.