Question: One of our employees has asked for an accommodation. Her desk currently faces a wall, and she has asked to move, claiming that for medical reasons she needs to be able to see at a farther distance whenever she looks up. Is it appropriate to ask for medical documentation before considering her request? HR Answer: If the employee has a disability (a physical or mental impairment that substantially limits a major life activity), you must consider an accommodation for the employee. At present, however, you do not have enough information to know whether her condition qualifies as a disability. So, yes, a request for medical documentation would be appropriate. Explain to the employee that you are willing to consider the workplace accommodation if her treating physician completes and returns an ADA Medical Inquiry Form. This form, which we have available for you in the HR Support Center, substantiates an employee’s impairment and need for accommodation. Tell the employee that having her doctor complete the form is completely optional, but that the company needs a completed form in order to consider a workplace accommodation. We recommend giving the employee at least two weeks to return the form. If the employee returns the form, the next step would be to discuss with her what reasonable accommodations (such as moving her desk) could be made without putting an undue burden on the company. If you get to this step, just let us know and we’d be happy to give you some tips and strategies for evaluating accommodations. Learn more about our HR Services Source: Clergy Financial Resources
Clergy Financial Resources is a national accounting and finance organization serving churches and clergy since 1980. They have an unparalleled tax expertise on the complex issues associated with clergy tax law, clergy taxes, clergy compensation and church payroll. Clergy Financial Resources is a valuable resource for clergy, churches and denominations.< Back
Clergy Financial Resources serves as a resource for clients to help analyze the complexity of clergy tax law, church payroll & HR issues. Our professionals are committed to helping clients stay informed about tax news, developments and trends in various specialty areas.
This article is intended to provide readers with guidance in tax matters. The article does not constitute, and should not be treated as professional advice regarding the use of any particular tax technique. Every effort has been made to assure the accuracy of the information. Clergy Financial Resources and the author do not assume responsibility for any individual’s reliance upon the information provided in the article. Readers should independently verify all information before applying it to a particular fact situation, and should independently determine the impact of any particular tax planning technique. If you are seeking legal advice, you are encouraged to consult an attorney.
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