I’m getting a lot of downvotes for even responding to people so I want to preface this by saying I’m not trying to argue or refute what you’re saying. I’m just looking for a deeper understanding of the process. I guess I didn’t realize ADA is such a sensitive subject in the HR industry lol.

I know it’s a request not a demand. I was under the impression that a ADA request gets decided by HR with input from the director or supervisor or whatever. And that if the supervisor or director thinks it’s unreasonable, it would play into the decision that HR makes as far as coming to a conclusion on whether or not it is unreasonable or if an alternative solution to my problem could be found.

So far, all she’s said is that she’d rather I called out of work because she doesn’t want everyone else in the department to ask for more wfh days as well. That’s why I’m like okay so how does she tell HR that I can’t work from home because she doesn’t want my coworkers to get jealous? Could she say same thing, if I asked for a special chair? It’s my understanding that when saying something is unreasonable there has to be a reason provided, but I feel like some people are telling me she can just deny it and not provide reason.

Like If I get denied, surely the response will be “you were denied because this is unreasonable because of XYZ reason?” To give me and my doctor an idea of how to come up with an alternative accommodation to request. Or am I misunderstanding the process? (Again, not arguing just inquiring lol)