Complete these steps when an employee makes a verbal request or submits a medical statement to you.
Step one: have the employee complete an accommodation request form or complete the accommodation request on their behalf. If the employee turns in a doctor's statement, forward it to the LAM office.
Note: the employee may be eligible for Family Medical Leave.
Remember that doctor's statements and any medical information shared with you by the employee must remain confidential.
Step two: meet with the employee within one week to discuss their request
Consider the following:
- Are the functional limitations imposed on the employee by the condition(s) disclosed?
- Does the condition affect the employee at work?
- Is it clear what accommodation the employee is requesting?
Review the essential jobs functions and determine how they may be affected by the functional limitation(s).
Work with the employee to determine their preferred accommodations. The employee's preference should be given first consideration, however the supervisor can select a different, but equally effective accommodation that is less expensive or easier to provide.
If needed, the LAM office may ask the employee to provide a medical statement or sign a medical release to gain additional information.
Step three: determine whether to accept or deny the employee's accommodation request
If accepted, you and the employee should create a plan for implementing the accommodation.
If rejected, consider whether there are other equally effective alternatives.
Compete the supervisor response form and return it to the LAM Office.
Supervisor response form
Step four: return completed forms to the LAM office
- Employee accommodation request form
- Doctor's statement (if provided)
- Supervisor response form
Step five: return a copy of the completed forms to the employee