Enclosure (1) to COMDTINST 12713.1
5. REQUESTS FOR MEDICAL DOCUMENTATION:
A. The decision-maker is entitled to know that an employee or applicant has a covered
disability that requires a reasonable accommodation. In some cases, the disability and
the need for accommodation will be obvious, or already known, to the decision-
maker. In these cases, the decision-maker will not seek any further medical
information. However, when a disability and/or need for reasonable accommodation
is not obvious, or otherwise already known to the decision-maker, s/he may require
the individual to provide reasonable documentation about the disability and his/her
functional limitations.
B. If the decision-maker believes that medical documentation is necessary in order to
evaluate a request for reasonable accommodation, s/he will forward the request, in
writing, to the FPWDPM to obtain such information.
C. The FPWDPM will evaluate the request and make a determination as to whether or
not medical documentation is necessary. If it is not necessary, the request for
accommodation will be returned promptly to the decision-maker, with a written
analysis as to why medical documentation is not necessary, to complete the
processing. If it is necessary, the FPWDPM will:
1. Request information sufficient to substantiate that the individual has a covered
disability and needs the reasonable accommodation requested, but will not ask for
unrelated documentation;
2. Seek documentation about the disability and/or functional limitations from the
individual, and/or ask the individual to obtain such information from an
appropriate professional, such as a doctor, social worker, or rehabilitation
counselor. In order to get the most helpful information, all requests for
documentation should describe the nature of the job, the essential functions the
individual is expected to perform, and any other relevant information. The
FPWDPM will consult with all necessary servicing HR/CSA, legal, civil rights,
and job accommodation resource offices in determining its necessity and
appropriateness.
D. If the information provided by the employee's health professional (or the information
volunteered by the individual requesting the accommodation) is insufficient to enable
the decision-maker to determine whether an accommodation is appropriate, further
information may be requested.
E. First, however, the FPWDPM will explain to the individual seeking accommodation,
in specific terms, why the information which has been provided is insufficient, what
additional information is needed, and why it is necessary for a determination on the
reasonable accommodation request.
F. The individual may then ask the health care or other appropriate professional to
provide the missing information.
G. Alternatively, the FPWDPM, decision-maker, and the individual requesting the
accommodation may agree that the individual will sign a limited release, and that the
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