A request for accommodation may first appear as a request for FMLA- protected leave. For example, if an employee requests long-term leave for a reason related to (or possibly related to) a disability, or presents disability-related restrictions in connection with FMLA leave, then the supervisor or manager must do the following:
If the employee elects to pursue his or her rights under the Rehabilitation Act, the RAC need not rely solely on FMLA certification but may make additional medical or disability-related inquiries to determine whether the employee has a covered disability, is entitled to reasonable accommodation, or both.
