STEP 1: 

INDIVIDUALIZED ASSESSMENT

The reasonable accommodation process begins as soon as the employer becomes aware that an employee, applicant, or candidate may need workplace support. This awareness can come through a verbal or written request, an observation of workplace barriers, or notice of protected leave exhaustion.

Employees do not need to use the legal phrase “reasonable accommodation” or cite specific laws—a simple statement that a medical condition, pregnancy, lactation need, or personal limitation is impacting work triggers the employer’s legal duty to engage.

Once initiated, the Department Disability Coordinator conducts a face-to-face (or virtual) meeting with the employee. This confidential dialogue focuses on understanding the individual's specific functional limitations and daily job barriers. Because every situation is unique, all requests are evaluated on a case-by-case basis, and every request must be addressed promptly, transparently, and in good faith.

Use these documents to guide you through the first step of the process and to gain a clear understanding of the request.