How should a supervisor address an accommodation request under applicable disability laws?

How should a supervisor address an accommodation request under applicable disability laws?

• A. Deny the request and continue with current duties.
• B. Engage in an interactive process, assess needs, adjust duties if feasible, document accommodations and outcomes.
• C. Wait for HR to take action without discussion.
• D. Offer only temporary tasks and avoid documentation.

Answer: (B)

When an accommodation request is made, respond with an open, collaborative dialogue to understand the employee’s limitations and the essential functions of the job. The supervisor should work through an interactive process to determine what accommodations are reasonable, assess what can be adjusted (duties, schedules, equipment, workspace), and implement changes that are feasible without imposing undue hardship. It’s essential to document precisely what is agreed, who will implement it, and how its effectiveness will be evaluated, then monitor and adjust as needed. If no practical accommodation is available, explore alternatives and involve HR as appropriate, while continuing to support the employee.

When an accommodation request is made, respond with an open, collaborative dialogue to understand the employee’s limitations and the essential functions of the job. The supervisor should work through an interactive process to determine what accommodations are reasonable, assess what can be adjusted (duties, schedules, equipment, workspace), and implement changes that are feasible without imposing undue hardship. It’s essential to document precisely what is agreed, who will implement it, and how its effectiveness will be evaluated, then monitor and adjust as needed. If no practical accommodation is available, explore alternatives and involve HR as appropriate, while continuing to support the employee.