True or False Answers!
When requesting accommodations, an employee must disclose their disability.
True: If you request an accommodation, you must disclose your disability. More so when your role is safety-sensitive and can risk your and others’ health and safety.
You can only request accommodations during a one-on-one meeting.
False: You can write and send a letter or email. You can request over the phone. You can also set a time to discuss one-on-one. People applying for a job often will request accommodations by email.
A third party acting on behalf of an individual can initiate an accommodation request.
True: Third-party can request accommodations on behalf of an individual. But the individual still has a right to decide what’s best for them.
A manager can disclose an employee’s or an individual’s disability to the team.
False: It is illegal for a manager who receives information about a disability disclosure to share it with the team. All information should be kept confidential.
An employee does not have to provide medical reports to request accommodation.
The answer depends. The accommodation request is supposed to be an exchange of trust. Employees are not required to disclose, so no medical report is necessary. However, a medical report can be requested if there is a legitimate need for more information to help decide on a solution. The organization is responsible for paying an employee’s expenses to obtain a medical report.
An employer can refuse accommodations if they cost too much.
The answer depends. Accommodations are not required if they cause undue hardship for the employer. Undue hardship is determined by the organization’s size, financial means (revenue/profit), health and safety, and the impact on other employees’ rights. If you are in doubt, seek legal advice.