
ADA’s Interactive Process May Require Employers to Follow Up With Third Parties
A recent press release from the U.S. Equal Employment Opportunity Commission (EEOC) announcing a $250,000 settlement and consent-decree resolution of a disability discrimination lawsuit may serve to remind employers of the importance of thoroughly evaluating an employee’s requested reasonable accommodation. This could involve following up with third parties, such as a vocational counselor or the manufacturer of assistive systems and equipment.