ADA / Reasonable Accommodation

How we help

• Evaluate whether the employer engaged in the required interactive process
• Assess what accommodations are reasonable and how to document requests
• Review medical documentation and employer communications
• Guide options for resolution, MCAD filing, or court when needed

Employees who need medical accommodations often encounter delays, denials, or confusion from their employers. The law is clear: employers must engage in an interactive process and provide reasonable accommodations when they do not create undue hardship. The difficulty lies in proving what was requested, how the employer responded, and whether the employer’s explanation is legally sufficient.

I assist employees in evaluating whether their accommodation request was handled properly under the Americans with Disabilities Act (ADA) and Massachusetts law. That includes reviewing medical documentation, communication records, and the employer’s stated reasons for denying or ignoring the request.

Many accommodation disputes escalate because communication breaks down or because the employer misunderstands its obligations. My role is to clarify those obligations, identify where the process failed, and help employees pursue reinstatement, modified duties, or appropriate leave.

When resolution is possible without litigation, I prioritize that path. When a formal claim becomes necessary, I guide clients through the options available at MCAD or in court. The goal is always the same: to ensure that employees with legitimate medical needs receive the protections the law guarantees.