The next step in the interactive process is determining the physical and mental abilities and limitations of the employee or job applicant as they relate to the essential functions of the job at issue. The individual is best able to tell you what he or she can and cannot do. Therefore, discuss the job with the individual, including the following:
Gaining the individual’s participation is a key part of the process — that’s what makes it interactive. The following are examples of questions that, as appropriate, you may modify and use to gain the individual’s participation in the reasonable accommodation process:
In some cases, you may require further documentation to provide more information about the disability and its effects and job restrictions, and to clarify how the requested accommodation will assist the employee to perform essential functions of the job. When a disability, need for accommodation, or both are not obvious or otherwise already known, you must refer the matter to the RAC for further handling.
It is never appropriate to ask an applicant if he or she has a disability. However, it is always appropriate to ask an applicant to describe or demonstrate how he or she will be able to perform the essential functions of the job, with or without a reasonable accommodation.
You must refer the applicant to the RAC for an in-depth analysis of the applicant’s ability to perform the essential functions of the position if, based upon the applicant’s response, you must determine any of the following:
For employees requesting reasonable accommodation, consider medical and other information provided by the employee to determine the following:
Ask the employee what he or she thinks is needed to enable him or her to perform the job. Alternatively, districts and areas, as well as Headquarters, have RACs to whom you may refer a decision on accommodating an employee if you are unsure about the requesting employee’s abilities and limitations.
