1. ENJOY Good Day! Employment Basics This is your 30-Second
Employer Training:
Employment Basics
30-Second DEI Trainings are a collaborative effort
Coming soon will be local Disability Resource Coordinators in several areas of the state.
ENJOY
Click here to begin 1

2. 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.
Engage in an informal, interactive process to find an effective accommodation.
Ask my employee relevant questions that will enable me to
make an informed decision about the request.
All of the Above.

3. True, but there is more… 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.
Try Again!

4. This is one good idea…
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.
Please try again for the best answer!

5. Yes, but that is not all….
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.
Try Again!

6. CORRECT!
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.
Thank you
From Glenn Olsen your
Disability Employment Initiative
State Lead