Reasonable Accommodation Request Guidelines

Under Connecticut Statutes and the Federal American with Disabilities Act (ADA), employers are required to take extra steps to provide reasonable accommodations where necessary and appropriate to enable a qualified person with a disability to perform the essential functions of the job. The definition of disability under Connecticut law covers ’chronic physical handicap, infirmity or impairment, as well as mental disability, mental retardation and learning disabilities.’ Under the Federal ADA a disability is defined as ‘a physical or mental impairment that substantially limits one or more of a person’s major life activities.' In order to determine our obligations under both the federal and state laws we need to follow these step:

1. What is the disability that necessitates an accommodation? Is it considered a chronic condition?

2. What is the confirming documentation, such as a doctor’s or health care provider’s note that describes the condition, the limitations on the patient with or without mitigating measures?

Once we have determined that the employee has a qualified disability we need to determine if and how the employee can be accommodated in their current position. Therefore the following information must be solicited by the employee’s manager:

3. What are the essential functions of the employee’s position?

Then we need to hold a conversation with the employee and the manager regarding the following:

4. What essential functions of the job can not be performed because of the disability? Why?

5. What is the employee’s suggested accommodation?

6. Is this suggestion reasonable? Why or why not?

7. What is the final decision?

8. Who is accountable for the activities resulting from this decision?

Updated January 8, 2008.