A request to accommodate disability can include the following steps: Establishing a Disability: The employee must first prove that they have a disability as defined by the ADA or MHRA. Notification of Disability: The employee must inform the employer of their disability and that they are in need of an accommodation. This doesn't have to follow a particular format or use specific language, but it must effectively communicate the need for an adjustment or change at work for a reason related to a medical condition. Engaging in an Interactive Process: After being notified, the employer is obligated to engage in an interactive process with the employee to identify what accommodations might be necessary and feasible. Providing Accommodation: Unless it would cause undue hardship, the employer must provide a reasonable accommodation that allows the employee to perform their job. If the employer fails to comply with these requirements, the employee may have grounds to file a lawsuit. The remedies for a successful claim can include job reinstatement, back pay, compensatory damages (for emotional distress, for example), punitive damages, and payment of attorney's fees and court costs. If you have questions regarding a request/failure to accommodate disability, it is recommended to consult with an attorney to better understand your rights, obligations, and possible legal actions.