"Documentation should be sufficient if it: describes the nature, severity, and duration of the employee's impairment, the activity or activities that the impairment limits, and the extent to which the impairment limits the employee's ability to perform the activity or activities; and, substantiates why the requested reasonable accommodation is needed."It depends on your workplace and your state.
, workers with disabilities must be able to"perform the essential functions of their job, with or without reasonable accommodation." Chen says if an employee discloses a diagnosis of depression because their symptoms are getting in the way of doing their work,"it should trigger what is called the 'interactive process,' whereby an employer and an employee work together informally to find some kind of accommodation that works for both [parties].
As long as the accommodation doesn't cause an"undue burden" to the employer , it should be provided. But there is no"formula" or
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