Question: Due to a medical condition, I recently underwent the interactive process with my Agency to identify a reasonable accommodation that would allow me to perform the essential functions of my job or be reassigned to a different job. A week or two after the interactive process meeting, my HR sent me a document from the Agency’s outside consulting company. The document summarizes, from the Agency’s point of view, what they believe are the essential functions of my job, the scope of my work limitations, and the accommodations that are available. They are asking me to sign the document. I do not feel like the document is 100% accurate. Although I feel like I am being reasonably accommodated, at least for now, I am concerned about whether signing could limit my options later if my condition worsens. Do I have to sign it?
Answer: These are often written to benefit management, to show they engaged in the interactive process and offered reasonable accommodation for your disability. The report may also try to capture the scope of your functional limitations, which can be hard to identify precisely and can change over time. The essential functions listed in the report may even conflict with your job description. These are a few of the spots to look out for.
You do not have to sign it, but consider offering revisions, first. Your Agency may realize they made a mistake, or that a specific finding requires more explanation. If it is a misunderstanding, it may be in your best interest to identify that now, rather than later. If you feel uncomfortable signing, consider writing: “My signature shows receipt of the report only and does not imply agreement with the findings.” But even if you do not sign, the report can still be evidence of what occurred during the interactive process. This may impact future accommodation discussions, so the more accurate it is now, the better.