While there may be various reasons why someone may require workplace accommodations for a disability, preparing to seek the necessary changes can be difficult. The process may grow even more complex should an initial application for reasonable accommodations be denied. Knowing what to do after receiving a notice of denial, or a failure of the employer to respond to the request, may be essential to helping individuals in the Washington, D.C. metropolitan area better prepare to address the situation and protect their workplace interests and needs.
What next?
According to experts, one of the first steps to take after receiving a denial for a request for reasonable accommodations could involve finding out why the request was not approved. Knowing the reason for the denial may be essential to addressing the situation. Sometimes a denied request might simply stem from a lack of necessary information about the limitations created by one’s conditions, and providing this information may be sufficient.
However, the situation might not always be so simple, and sometimes the best path available may be to appeal the denial decision. Seeking legal advice could prove essential to protecting one’s interests. In some cases, it might also be necessary to file an official complaint to protect with one’s rights under the ADA (Americans with Disabilities Act), or the state and local equivalents, especially if the situation leads to issues with discrimination or retaliation.
Assistance through the process
Even if the changes may be necessary to help one perform job-related duties, requesting reasonable accommodations or appealing a denial can be an intimidating process. Individuals in the Washington, D.C. metro area, who face these issues and remain uncertain of how best to handle the situation might benefit from retaining the services of an attorney for assistance through every step of the process. An attorney can help a client better prepare to safeguard his or her interests and needs, whether in preparing to file an initial request for accommodations or in responding to a denial, or in addressing an employer’s failure to respond.
