Denial of Accommodation Request 2025

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  1. Click ‘Get Form’ to open the Denial of Accommodation Request in the editor.
  2. Begin by entering the 'Name of Employee/Applicant Making Request' in the designated field. This identifies who is affected by the denial.
  3. Fill in the 'Employee's Official Title' if applicable, otherwise leave it as N/A for applicants.
  4. Provide your contact information as the Decision Making Official (DMO) including your name, phone number, and email address.
  5. In section 7, indicate the purpose of the accommodation request by selecting from options such as applying for a job or performing essential job functions.
  6. Describe the requested accommodation briefly in section 8 to clarify what was denied.
  7. In section 9, select reasons for denial from provided options that best fit your situation.
  8. Detail specific reasons for denial in section 10 to provide clarity on decision-making.
  9. If you wish to request reconsideration, follow instructions in section 11 carefully and ensure timely submission.
  10. Finally, sign and date the form at sections 26 and 29 to certify acceptance or non-acceptance of the denial.

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If your employer does not accommodate your work restrictions, they are violating the law. In California, you have the right to reasonable accommodations if you have a documented medical condition. If your employer refuses to comply, you must act to protect your rights and well-being immediately.
According to the EEOC, there is no specific amount of time that employers have to respond to an accommodation request, but they should respond as quickly as possible. Unnecessary delays in responding or implementing an accommodation can result in a violation of the ADA.
Sufficient medical documentation should describe the nature, severity, and duration of the impairment, the activity or activities that the impairment limits, the extent to which the impairment limits the employees ability to perform the activity or activities, and should also substantiate why the requested reasonable
In many cases, failure to accommodate is closely linked with discrimination. For example, an employer who refuses to provide reasonable accommodations for a pregnant employee may be engaging in both pregnancy discrimination and failure to accommodate under the law.
Requests for Reasonable Accommodation can be denied for a number of reasons. These may include when the request it is not related to the disability, is not reasonable, lacks verification, results in an undue financial and administrative burden, and/or requires a fundamental alteration to the housing program or service.
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For example, maybe the employer needs more information about your disability and how your limitations or restrictions affect your ability to perform the essential duties of the job. Or perhaps the accommodation you requested isnt reasonable or will cause an undue hardship for the employer.
If the employee or applicant does not provide sufficient documentation from their own health care provider or other appropriate professional to substantiate the existence of a disability and the need for a reasonable accommodation, the deciding official may deny the request or request additional information.

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