Are there certain buzz words or trigger words which obligate me to consider an employee’s request for an accommodation?
No. An employee does not have to mention the ADA or use buzz words like “reasonable accommodations”. An employee in plain language can inform you of the need for an adjustment or change in the performance of the job functions because of a medical condition or impairment. In some instances, when an employee submits a “Return to Work Medical Certification Form Following Family/Medical Leave,” the health care provider may note on the form a medical condition or restrictions which could impact the ability to perform the functions of the position with or without reasonable accommodation. This may trigger the interactive process and it is important to consult with IDEAA in those instances.
