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Medical documentation for reasonable accommodations

On Behalf of | Jun 1, 2022 | Workplace Discrimination |

Individuals who have medical conditions that require workplace accommodations may not always know what to expect when making requests of their employers. When addressing a request for reasonable accommodations, companies in the Washington, D.C. metropolitan area, may ask the employee to provide sufficient medical documentation to support the request. However, that does not mean an employee must provide documentation of all medical records, as it may only be necessary to provide enough information to show that the reasonable accommodations sought are necessary.

Medical records

After receiving a request for reasonable accommodations, employers may ask a person to provide medical information to support the request. Experts indicate that those who face a similar scenario may find it helpful to know that they may only need to provide medical documentation that is relevant to the specific situation. Relevant information may include documentation showing the presence of a disability and information on the limitations of one’s condition and the subsequent need for accommodations.

There may be a variety of scenarios in which a person might not wish to provide documentation that is not relevant to the situation. If an employer is requesting unnecessary information, the employee may have the right to challenge the request. While asking medical providers to write letters supporting one’s claims that the information provided is sufficient, this might not always be enough to resolve the situation.

Safeguarding one’s legal rights

Individuals in the Washington, D.C. metro area who face similar issues when requesting reasonable accommodations in the workplace may not always know how best to respond. When such concerns arise, one could talk with an attorney for guidance on your legal rights and available options. An attorney can evaluate the situation an employee is facing and help create a strategy for pursuing the necessary accommodations and protect the employee’s interests.

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