Case Studies
Enhancing Employee Benefits While Saving $312K Annually
Company X, an IT services company based in Northern California, employs 150 professionals dedicated to delivering cutting-edge technology solutions. Despite their focus on innovation and employee well-being
Streamlining Benefits Enrollment for a Large Medical Practice
J Associates is a large medical practice located in the East Bay, employing 60 healthcare professionals dedicated to providing exceptional medical care. As a growing organization
Maximizing Savings with Level-Funded Plans for a Bay Area Employer
S Inc. is a dynamic company based in San Jose, CA, employing over 150 professionals. Known for its innovative approach and young workforce, S Inc. had been providing its employees with fully insured health plans
Question of the week
A manager has asked to see the medical documentation supporting their employee’s request for an accommodation. Can we share that with them?
No, medical documentation should stay with HR and not be shared with the manager.
The Americans with Disabilities Act (ADA) requires employers to keep employee medical information confidential and accessible only to those who need it to do their jobs. The employee’s manager doesn’t need to know (and shouldn’t be asking about) why the accommodation was requested or approved or be told any details about the employee’s medical condition. They simply need to know whether the accommodation was approved and what the accommodation entails.
You can certainly work with the manager on determining whether the requested accommodation would pose an undue hardship, but that conversation should focus on the details of the accommodation (e.g., no lifting more than 15 pounds for one month) and not get into the employee’s medical information.
