How does an employer know if an employee needs reasonable accommodation?
. Since an employer may not ask medically related questions of an applicant, the employer may not discuss reasonable accommodation unless the applicant initiates the discussion. Once a person is hired, if the need for accommodation is obvious (for example, the individual uses a wheelchair), the employer may ask what accommodations the person will need. After the point of hire, if the disability is not obvious to the employer, the burden is on the employee to tell the employer about the disability and the need for accommodation. Once alerted of a disability, the employer should begin an interactive process with the employee to learn what accommodation, if any, the employee needs. With this information, the employer can decide if and how the accommodation can be provided.
A. Since an employer may not ask medically related questions of an applicant, the employer may not discuss reasonable accommodation unless the applicant initiates the discussion. Once a person is hired, if the need for accommodation is obvious (for example, the individual uses a wheelchair), the employer may ask what accommodations the person will need. After the point of hire, if the disability is not obvious to the employer, the burden is on the employee to tell the employer about the disability and the need for accommodation. Once alerted of a disability, the employer should begin an interactive process with the employee to learn what accommodation, if any, the employee needs. With this information, the employer can decide if and how the accommodation can be provided.
