2015-583-E HR - Job Ready Services workplace fitness for duty and functional capacity testing

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DocuSign Envelope ID:6E9B5308-6677-4F2E-9268-29D6E1A4FD76 6 Reasonable documentation means that the employer may require only the docu s needed to establish that a person has an ADA disability, and that the disability n1faMITIAL reasonable accommodation. Thus, an employer, In response to a request for reasonable accommodation, cannot ask for documentation that is unrelated to determi,n.ing the existence of a disability and the necessity for an accommodation. This means that in most situations an employer cannot request a person's complete.medical records because they are likely to contain information unrelated to the disability at issue and the need for accommodation. If an individual .has more than one disability, an employer can I request information pertaining only to the disability that requires a reasonable accommodation. i An employer may require that the documentation about the disability and the functional limitations come from an appropriate health care or rehabilitation professional. The appropriate z professional in any particular situation will depend on the disability and the type of functional E limitation it imposes. Appropriate professionals include, but are not limited to., doctors (including psychiatrists), psychologists, nurses, physical therapists, occupational therapists, speech therapists, Vocational rehabilitation specialists, and licensed mental health professionals. In requesting documentation, employers should specify what types of information they are seeking regarding the disability, its functional limitations, and the need for reasonable l accommodation. The individual can be asked to sign a limited release allowing the employer to P submit a list of specific questions to the health care or vocational professional." As an alternative to requesting documentation, an employer may simply discuss with the person the nature of his/her disability and functional limitations. It would be useful for the employer to make clear'to the individual why it is requesting information, i.e., to verify the existence of an ADA disability and the need for a reasonable accommodation. i F. i r i h i' L.