When an employee discloses PTSD and asks for a modified schedule, what process must HR follow?

When an employee discloses PTSD and asks for a modified schedule, what process must HR follow?

• A. Deny access to medical information and proceed.
• B. Engage in an interactive process to evaluate reasonable accommodations.
• C. Immediately grant schedule changes without discussion.
• D. Require resignation.

Answer: (B)

Disclosing PTSD and asking for a modified schedule triggers an obligation to engage in an interactive process to determine reasonable accommodations. Under disability protections, the employer and employee work together in good faith to discuss what modifications could help the employee perform essential job duties without creating undue hardship for the organization. This means HR should open a dialogue, consider options such as a different shift, adjusted hours, or other workable adjustments, and assess feasibility in collaboration with the employee and, if appropriate, medical or HR professionals. Medical information should be obtained only with the employee’s consent and kept confidential, and the process should be documented. The goal is to find a reasonable accommodation that supports the employee’s health and job performance, rather than making unilateral changes or forcing resignation.

Disclosing PTSD and asking for a modified schedule triggers an obligation to engage in an interactive process to determine reasonable accommodations. Under disability protections, the employer and employee work together in good faith to discuss what modifications could help the employee perform essential job duties without creating undue hardship for the organization. This means HR should open a dialogue, consider options such as a different shift, adjusted hours, or other workable adjustments, and assess feasibility in collaboration with the employee and, if appropriate, medical or HR professionals. Medical information should be obtained only with the employee’s consent and kept confidential, and the process should be documented. The goal is to find a reasonable accommodation that supports the employee’s health and job performance, rather than making unilateral changes or forcing resignation.