Introduction
If you need a reasonable accommodation under the ADA or Rehabilitation Act, your first step is submitting a clear and effective request. While the law doesn’t require specific language, the way you frame your request can shape the entire process.
1. Put It in Writing
Always make your request in writing—preferably by email. This creates a record of your protected activity and starts the interactive process.
2. Use Clear, Non-Confrontational Language
Instead of writing:
“You are violating the ADA by denying me accommodation,”
Say:
“I have a medical condition that substantially limits [major life activity], and I am requesting a reasonable accommodation to continue performing my job effectively.”
You do not need to use the terms “ADA” or “reasonable accommodation” to invoke your rights, but including them can help.
3. Identify the Barrier and the Proposed Solution
Explain:
- What your condition is (general terms—diagnosis is not always required)
- How it affects your job
- What specific accommodation would help
Example:
“I have a condition that affects my energy levels and causes chronic fatigue. I’m requesting a modified schedule that allows me to start my workday at 10 a.m. instead of 8 a.m., with no change to total hours.”
4. Offer Flexibility
Be open to alternatives. The employer must consider effective accommodations but does not have to grant your exact request.
“If my proposed schedule isn’t feasible, I’m happy to discuss other options.”
5. Keep a Copy
Save your sent email or written request. This will be important if the agency fails to respond or denies your request improperly.
If your employer has denied your request for reasonable accommodation, experienced retaliation for requesting or receiving reasonable accommodation, or need assistance with a disability discrimination matter, contact Moosbrugger Law today for an employment law consultation.