ADA (Reasonable accommodation)

Correct Answer: Collaborate with the employee to evaluate and implement suitable workstation modifications.

The HR manager should collaborate with the employee to evaluate and implement suitable workstation modifications. This ensures that the accommodations are tailored to the employee's specific needs, which is a key requirement under the ADA. Approving and implementing all modification requests exactly as submitted may not address the most effective or necessary changes. Informing the employee that wheelchair accommodations are not covered under the ADA is incorrect, as the ADA does protect individuals with mobility impairments. Offering alternative accommodations that do not fully address the employee's specific needs fails to provide a reasonable and effective solution.

Correct Answer: Engage in an interactive dialogue to determine feasible accommodation options.

Under the ADA, the employer must engage in an interactive dialogue with the employee to determine effective and feasible accommodation options. This collaborative process ensures that both the employee's needs and the employer's capabilities are considered. Guaranteeing automatic approval without discussion ignores the need for mutual agreement and assessment of feasibility. Implementing accommodations without dialogue may not address the specific needs effectively, and conducting a job analysis is part of the broader process but not the primary obligation at the initial request stage.

Correct Answer: Initiate an interactive process with the employee to discuss the accommodation needs.

The first step is to initiate an interactive process with the employee to discuss their accommodation needs. This collaborative approach ensures that the accommodation is tailored to the employee's specific situation and is both effective and reasonable. Providing the accommodation immediately without discussion may not address the actual needs, asking for medical documentation before considering the request can infringe on privacy rights and delay the process, and referring the employee to the benefits department does not engage directly with the accommodation request.