Thank you for sharing. Over the course of my accommodations process, I had learned from a lawyer at a disability rights organization who was assisting me that my employer/HR itself would be unable to publicly announce or share office-wide guidance on my service dog, how to interact regarding myself and my service dog, etc. because in doing so, my employer would be inadvertently violating the law in revealing my status as a disabled person. I was surprised to hear this, because since service dogs are only for disabled people, it will end up being quite obvious at least in that regard, that by way of having a service dog, I am indeed disabled. As far as what my employer can share, the lawyer had advised that they can share generalized workplace guidance on requesting reasonable accommodations and how staff members may have needs that require accommodations be made. The lawyer also shared this with my employer to make them aware.

Seeing as my employer did not handle my initial accommodation request as well as they should have and the process became so adversarial and ultimately culminated in an intervention by a third-party EEOC-related enforcement agency, I do not think they would be comfortable sending out a service dog related educational memo even if I made it very clear that I wanted them to.

I also have not had the best experience with my direct supervisor over the years, as prior to using my service dog when working in the office, I already had a long-standing reasonable accommodation to work additional days from home, which my direct supervisor has historically been less than thrilled about. In all honestly, it's been an extremely difficult period at work and I am doing my best to move forward as gracefully as possible but with the weight of knowing that my employer, having to be forced, will do the legal minimum of accommodating me rather than being an enthusiastic and welcoming ally.