ADA Reasonable Accommodation Interactive Process Letter
Author: Steven J. Luckner, Ogletree Deakins
When to Use
The Americans with Disabilities Act (ADA) requires an employer to accommodate an employee whose disability impacts the employee's ability to perform the essential functions of the job or to enjoy the benefits and privileges of employment available to all employees. Accommodation decisions must be made on a case-by-case basis to determine if a reasonable accommodation exists that enables the employee to perform essential job functions or to enjoy the benefits and privileges of employment. As part of this assessment process, the ADA requires that an employer engage in a timely, good-faith and meaningful interactive discussion with the employee.
One way an employer can ensure effective communication with an employee who has requested an accommodation is to promptly schedule a meeting to discuss the employee's request. Following the meeting, the employer can use this letter to:
- Confirm what took place during the meeting;
- Reiterate any request for documentation; and
- Seek any additional information needed to evaluate the accommodation requested and to explore other effective accommodation options.
