Whether you need an accommodation at work or for a planned event, how you request an accommodation can have a huge impact when it comes to protecting your rights. There are several common “pitfalls” that individuals in need of accommodations frequently fall trap to, which not only usually sets them up to not receive their requested accommodation, but also prevents them from fully protecting and enforcing their rights.
With that in mind, here is a list of tips that you should follow when requesting an accommodation:
- Make Your Request Known. Do not assume that others know what accommodations you need or know the best method of communication with you even if you think that it is obvious, such as being deaf or hard-of-hearing.
Remember: Only You Know the Best Method and Accommodation for You!
- Make Your Requests in Writing. Whether it is by email, text, letters, or hand-written notes, it is important to make your request for any accommodations in writing, if possible, so that you have evidence of to whom you made a request, when you made a request, and that in fact you did make a request.
- Give Advanced Notice. If possible, try to give at least two-weeks’ notice of your request. This is especially important for planned events at which you need an accommodation.
- Follow Up in Writing. Always follow up and/or confirm your request in writing, such as through email, text, letters, or hand-written notes. Do not wait until the last moment to follow up. Rather, you should follow up and/or confirm a few days before you need the accommodation for the planned event.
- Keep All Communications. The most critical piece is to keep copies of all of your written communications requesting an accommodation. Keep copies of your initial written request, your follow up written communication, and any written response from the person or entity to whom you made your request.
If you think that you have been discriminated or retaliated against for requesting an accommodation, contact us here for a phone consultation at no charge. We look forward to fighting for you, enforcing your rights, and bringing you justice.
PLEASE BE ADVISED THAT DISCRIMINATION AND/OR RETALIATION CASES CAN BE VERY COMPLEX AND ARE UNIQUE TO YOUR SPECIFIC SITUATION. THE INFORMATION PROVIDED HERE IS NOT LEGAL ADVICE OR A LEGAL OPINION. YOU SHOULD NOT CONSTRUE ANY OF THE INFORMATION PROVIDED HERE AS LEGAL ADVICE OR A LEGAL OPINION IN YOUR CASE. FURTHERMORE, READING THE INFORMATION PROVIDED HERE DOES NOT MAKE YOU A CLIENT OF GILBERT LAW PLLC. AN ATTORNEY SHOULD BE CONTACTED FOR ADVICE ON SPECIFIC LEGAL ISSUES. NO ACTION SHOULD BE TAKEN IN RELIANCE ON THE INFORMATION CONTAINED IN THIS ARTICLE AND/OR ITS WEBSITE, AND GILBERT LAW PLLC DISCLAIMS ALL LIABILITY IN RESPECT TO ACTIONS TAKEN OR NOT TAKEN BASED ON ANY OR ALL OF THE CONTENTS OF THIS ARTICLE AND/OR ITS WEBSITE TO THE FULLEST EXTENT PERMITTED BY LAW.