This template serves as a basic outline for your interactive ADA accommodations process. Download, add to, and tailor this template to your company’s policies, employee handbook, and/or training material. Please refer to your organization’s legal counsel and HR team to ensure you follow internal policies.
Note: An employee doesn’t need to mention the ADA or use the phrase "reasonable accommodation" when requesting an accommodation. According to the EEOC, an individual may use "plain English.” Therefore, any time an employee indicates they are having a problem related to a medical condition, the employer should consider whether the employee is requesting accommodation under the ADA.
Note: Under the ADA, when an employee’s disability and need for accommodation is not obvious, the employer can request limited medical documentation to help determine that the employee has a disability and needs the requested accommodation.
Note: If the employer finds the requested accommodation not to be “reasonable,” they should discuss this with the employee and work together on alternate accommodations that can support the employee in performing the essential functions of their job.
Note: Before denying an accommodation request, an employer should examine all possible accommodations, getting input from the employee, their manager, and other stakeholders.