Must a person with an intellectual disability request a reasonable accommodation?
Generally, it is the employee’s burden to request a reasonable accommodation. However, there are no “magic words” necessary to request an accommodation. The employee need only let their employer know that an adjustment or change at work is needed for a reason related to a medical condition. With the exceptions of situations when the disability is obvious, or when the employee does not understand that they are disabled, or cannot articulate the need for an accommodation. This video reviews how to properly manage the interactive process and discusses the consequences of failure to accommodate. Our speaker also reviews how to establish the direct threat defense.
Frank C. Morris, Jr.
Epstein Becker & Green, P.C.
- Chair, employment law practice in Washington, D.C., and co-chair of the ADA and Public Accommodations Group for the national law firm of Epstein Becker & Green, P.C.
- Speaker on the ADA and employment law to the judicial conferences for the federal judges of Third, Fourth, Fifth, Sixth, Seventh, and Eleventh Circuits
- Adjunct professor at the George Washington University Law School
- Named to The Best Lawyers in America and the Washington, D.C. Super Lawyers list and in Washington, D.C., and Baltimore’s Top-Rated Lawyers
- Represents and counsels employers and public accommodations nationally in employment, labor, leave, and disability matters
- Can be contacted at [email protected]
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