6.26.25
By Jennifer Jacobus, PHRca, SDEA CEO
Imagine this… 
One of your employees approaches their supervisor and explains that they need a schedule adjustment to attend religious services on Fridays. A week later, another employee submits medical documentation requesting light-duty work due to a recent injury. In both cases, the manager, unsure of what to do and pressed for time, doesn’t follow up. No one engages in a formal conversation. No documentation is created. Eventually, frustration builds, productivity declines, and now you’re facing a claim of failure to accommodate.
Unfortunately, this happens more often than it should, and the consequences are serious.
The Risks of Getting It Wrong
Failing to properly address accommodation requests, whether religious or medical, can expose your company to significant legal and financial liability. Under the Americans with Disabilities Act (ADA) and Title VII of the Civil Rights Act, employers are required to engage in a timely, good-faith interactive process to explore reasonable accommodations.
When employers skip this step or handle it inconsistently, it often leads to:
EEOC or DFEH complaints
Costly legal settlements or judgments
Disruption to business operations
Low morale and employee turnover
Damage to your company’s reputation
In short: what may feel like a small internal issue can turn into a full-blown crisis.
You Don’t Have to Navigate This Alone! SDEA Can Help
At San Diego Employers Association we understand how confusing and high stakes this process can be, especially for small businesses and lean HR teams. That’s why we offer expert guidance and hands-on support to help you:
- Understand your legal obligations
- Engage in a compliant and documented interactive process
- Determine reasonable accommodations
- Train your managers on how to respond appropriately
- Avoid costly mistakes that can lead to legal claims
Whether you’re dealing with a simple accommodation request or a more complex situation, SDEA is here to help you protect your business and support your employees.
Final Thought
Imagine a different scenario, one where your company has SDEA as your HR partner and help you respond to accommodation requests with clarity, compassion, and compliance. Your employees feel heard, your managers are confident, and your business is protected.
With SDEA by your side, that scenario can be your reality. Let us help you get it right the first time.
Need help with an accommodation request or employee relations concern?
Contact SDEA at 858-505-0025 to speak with one of our HR experts today.
