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Employees must cooperate in good faith in the reasonable accommodation process; they must provide medical documentation where a disability or need for accommodation isn’t obvious and the employer requests it1 (see Disability Documentation). Employees must also give their employers information about education or work history that might qualify them for alternative positions.
An employee’s mental or physical condition may prevent that individual from participating in the interactive process; if this happens, it doesn’t constitute a breach of disability laws.
Direct communication between the employer and employee or applicant is preferred but not required.2 If, for example, an employee prefers to communicate through a third party only, that's permissible and doesn't mean the employee is refusing to engage in the interactive process.
Employees who request to bring assistive animals into the workplace may need to meet certain requirements. For more information, see ”Assistive Animal as an Accommodation” in Accommodation Examples.
1. 2 CCR sec. 11069(d)
2. 2 CCR 11069(d)(5)