Reasonable Accommodation Request Must Be Tied to a Disability

In one case, an employee who suffered from anxiety, depression, and high blood pressure, which he attributed to infighting and unprofessional behavior in the workplace, gave the employer of list of 12 “accommodation requests.” These included courteous communications and improved gender diversity but didn’t show how the accommodations would alleviate the medical conditions. The employer did nothing, so the employee quit and sued for retaliation. A federal appellate court said the employer was not in the wrong. The employee’s letter was not an adequate request for an accommodation, but merely sought changes in the workplace. There was no “logical bridge [that] connected the employee’s disability to the workplace changes he requested.” #IdeaoftheDay

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