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Problem:
Human rights laws require employers to make accommodations for disabled and other employees. Responding to employee accommodation requests is a legal minefield. What if you don’t believe employees need the accommodation they’re requesting? Or what if you don’t even believe they’re disabled at all? You can’t just flat out ignore or reject the accommodation request. But what can you do? Can you ask the employee for proof of the disability and the need for accommodations? If so, what proof can you ask for? And how should you ask for it?
How the Tool Helps Solve the Problem:
Adapt this model policy and use it when requesting medical information about a disability from an employee’s doctor.