The ADA requires that employers engage in an “interactive process” with a disabled employee to determine whether there is a reasonable workplace accommodation that would enable the employee to return to work and perform the essential functions of his/her position.

What Is Included in the ADA Interactive Process?

The process includes discussion and an exchange of information between the employee and the employer, and sometimes with medical professionals. Pertinent information may include the employee’s job description, medical restrictions on the employee’s performance of duties, and analysis of whether a particular accommodation will be suitable due to the employee’s limitations.

What is a “Reasonable Workplace Accommodation”?

Reasonable accommodations may include a modified work schedule, provision of special equipment, workplace accessibility modifications, shifting of non-essential duties of the employee’s position, or even extended leave of absence to allow time for recovery or training.