[blindlaw] HR and the Interactive Process

[Tai Tomasi]

Request a meeting with HR and your supervisor to discuss accommodations. Put the request in writing. The interactive process should involve someone with more direct knowledge of your job duties and what you may need to perform essential functions. 

Ms. Tai Tomasi, J.D.
Pronouns: she/her/hers
Staff Attorney



400 East Court Ave., Ste. 300
Des Moines, Iowa 50309
Tel: 515-278-2502; Toll Free: 1-800-779-2502
FAX: 515-278-0539; Relay 711
E-mail: ttomasi at driowa.org
www.driowa.org

Our Mission:  To defend and promote the human and legal rights of Iowans with disabilities

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-----Original Message-----
From: BlindLaw <blindlaw-bounces at nfbnet.org> On Behalf Of kelby carlson via BlindLaw
Sent: Thursday, November 15, 2018 2:34 PM
To: blindlaw at nfbnet.org
Cc: kelby carlson <kelbycarlson at gmail.com>
Subject: [blindlaw] HR and the Interactive Process

I am working for a county district attorney. We are working on getting me necessary accommodations. However, human resources is insisting that they, rather than the DA, get to decide what accommodations are reasonable. Essentially we have put in a request and HR has not contacted me in several weeks, and refuses to move forward with the process. Does anybody know ADA protocols with respect to who engages in the interactive process for getting accommodations? HR is not equipped to determine the essential functions of this job or which accommodations will work.

Sent from my iPhone
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