The purpose of the reasonable accommodation is to allow you to complete the essential tasks of your job in a reasonable manner. You must provide medical documentation of your need or limitations, but the documentation need not identify what your disability is. You or your doctor may make suggestions, but you are not entitled to demand a specific accommodation. It is important to remember that what is considered reasonable varies from employer to employer - what is required of a large corporation as a reasonable accommodation may not be required of a smaller business. I'm an employer who has had a lot of trouble with a female Hispanic worker.
Discrimination law is concerned with the motivation behind an action.
A termination is unlawful under the Human Rights Law if it is executed because of an employee's race, color, creed, or other characteristic protected under the law. Your business should have written guidelines regarding termination, and those guidelines should be applied consistently with all employees. It is unlawful for an employer to ask specific questions about an applicant's health or health history during a pre-employment interview. An employer may describe the job duties of the position, and ask if the applicant can perform them in a reasonable manner. If health questions are addressed in the pre-employment interview, and then the job is not offered, an applicant may have the grounds to file a compliant of unlawful discrimination.