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If an employer chooses to do this, the employer should make clear to the employee that the interim accommodation is temporary. How can employers recognize an accommodation request?According to the EEOC, an individual may use "plain English" and need not mention the ADA or use the phrase "reasonable accommodation" when requesting an accommodation.JAN and the EEOC have sample accommodation policies and procedures on their Websites: Sample policies at Practical Establishing Procedures to Facilitate the Provision of Reasonable Accommodation at Internal Accommodation Procedures at Practical Advice for Drafting and Implementing Reasonable Accommodation Procedures under Executive Order 13164 at
Often the employee will be the best resource for information about accommodation needs.When the disability or need for accommodation is not obvious, an employer may require that the employee provide medical documentation to establish that the employee has an ADA disability, to show that the employee needs the requested accommodation, and to help determine effective accommodation options.Although the ADA limits the scope of medical requests, it does not include specific forms for requesting medical information.According to informal guidance from the EEOC, there is no definite answer to this question; it depends on the situation.In some circumstances, it may be a violation of the ADA for an employer to fail to make temporary arrangements to keep an employee working while the employer researches the employee's accommodation request.
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However, employers may want to develop formal policies and procedures for several reasons.