Be Careful What You Ask For: How A Wrong ADA Accommodation Request Can Backfire

The Americans with Disabilities Act (“ADA”) is there to protect employees with disabilities, ensuring they are treated fairly and given reasonable accommodations. But as Anthony Bair v. Crystal Glass, Inc., 2024 WL 4950164, shows, the ADA does not protect you from your own bad decisions. If you make a questionable request and your employer grants it, you might find yourself out of options—and out of court.

What Is The ADA, And How Does It Work?

The ADA protects employees from disability discrimination and also provides employees with disabilities the right to request reasonable accommodations, as long as they can perform the essential functions of their job. A reasonable accommodation is a workplace adjustment that allows the employee to do their job without imposing an undue hardship on the employer.

Here’s the catch: the ADA isn’t a free pass to make demands. You cannot just walk into your boss’s office, throw out a half-baked idea, and expect the employer to carry the burden of your poor planning. Employees must meet the following two criteria:

1. The employee must have a disability under the ADA, meaning a condition that substantially limits a major life activity.
2. The employee must be qualified for their role and capable of performing its essential functions with or without accommodation.

Employers, on the other hand, are not mind readers. They have the right to ask for medical documentation to confirm the disability and assess the request. They also have the right to deny accommodations that are unreasonable, unduly burdensome, or vague. If you ask for something poorly thought-out, the law protects your employer—not you.

Best Disability Discrimination Lawyer Blogs on Point:

• How Much Detail Must Be In A Request For A Workplace Disability Accommodation?
• How Are Reasonable Disability Work Accommodations Decided?
• How Specific Does An Employee Need To Make A Disability Accommodation Request?

What Happens When You Get Exactly What You Asked For?

Here is where Anthony Bair ran into trouble. Bair worked as a glass worker for Crystal Glass, Inc., while managing a painful condition called avascular necrosis in his hip. Understandably, he could no longer handle heavy labor. When he asked for lighter duties, Crystal Glass accommodated him without issue.

But just 12 days later, Bair informed his employer that he needed surgery. Instead of asking for unpaid leave—a reasonable accommodation—he requested to be laid off so he could collect unemployment benefits. Crystal Glass granted Blair’s request, laying him off and making it clear that he could return to work only if he provided a doctor’s note clearing him for duty. Yet, Bair never submitted the required documentation. When Crystal Glass did not rehire him, he decided to sue, alleging disability discrimination, retaliation, and failure to accommodate.

The Sixth Circuit Court of Appeals was unimpressed and held that Bair’s claims failed because:

1. He got exactly what he asked for: You cannot request a layoff and then claim it was discriminatory when your employer obliges.
2. There was no adverse action: The layoff was voluntary, so there was no discrimination or retaliation.
3. He ignored employer requests for medical documentation: Crystal Glass’s request for a doctor’s note was perfectly reasonable, and Bair’s failure to provide it ended his case before it began.

The Court essentially told Bair what every employer wants to say in these situations: if you shoot yourself in the foot, do not blame us for the limp.

Best ADA Accommodation Attorney Blogs on Point:

• It’s Not Disability Discrimination If You Report You Are Not Disabled And Harass Customers and Managers
• ADA: Is Leave A Reasonable Disability Accommodation?
• Should I Handle My Disability Discrimination Case By Myself? No

Can Employers Request Medical Documentation Under The ADA?

Yes, and they should—especially when dealing with unclear or poorly thought-out accommodation requests. The ADA explicitly allows employers to ask for medical documentation to verify a disability and assess the necessity of an accommodation.

In Bair’s case, Crystal Glass requested a doctor’s note before rehiring him. This wasn’t some malicious roadblock; it was a routine and entirely lawful request. Bair’s refusal to provide this simple documentation sealed his fate.

The takeaway is clear: if your employer asks for documentation, give it to them. Ignoring these requests doesn’t make you a hero fighting for justice; it makes you a liability.

Best Workplace Discrimination Law Firm Blogs on Point:

• Can I Refuse My Job Access To Medical Records During ADA Accommodation Process?
• When Can Employers Ask For Medical Records?
• Can Employers Require Medical Documentation for Each FMLA Absence?

What Lessons Should Employees Learn From This Case?

The ADA is not a shield for impulsive decisions. If you want your rights protected, you need to be clear, thoughtful, and proactive in your requests. Asking for the wrong accommodation—or failing to follow through—can cost you your job and your case.

Here’s what employees should take away from Bair’s missteps:

• Communicate clearly: If you need medical leave, say so. Do not play games or assume your employer can guess what you “really meant.”
• Be strategic: Think about whether your request serves your long-term interests. A layoff might sound convenient in the short term, but it could shut down your ADA claims later.
• Follow through: If your employer asks for documentation, provide it promptly. Skipping this step is like refusing to show your ID at the airport—you are going nowhere.

Employees who act without foresight often learn the hard way that the ADA is a framework for collaboration, not a free-for-all wish list.

Searching For The Best Attorney For ADA Accommodations?

When you’re navigating ADA accommodations, disability discrimination, or other workplace issues, the right attorney can make all the difference. Spitz, The Employee’s Law Firm, has earned its reputation as one of the largest firms in the country exclusively dedicated to protecting employees’ rights.

We bring unmatched resources and extensive experience to the table, making us uniquely equipped to handle even the most complex cases. Our free initial consultations let you discuss your case without financial risk, and our no-fee guarantee means you only pay if we win.

But what truly sets us apart is our client-first approach. We understand how overwhelming it can be to face workplace discrimination or deal with unclear accommodation processes. From start to finish, we will guide you with expertise, compassion, and a relentless commitment to justice.

Do not wait for your rights to slip away. Call Spitz, The Employee’s Law Firm today to schedule your free consultation and take the first step toward securing the accommodations you deserve.

Employment Lawyer Disclaimer

This blog provides general information and is not legal advice. Always consult a qualified employment lawyer for advice tailored to your situation. No promises or guarantees of results are being made. This blog is a legal advertisement for Spitz, The Employee’s Law Firm and addresses topics including ADA accommodations, disability discrimination, and employment law.