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I think we are meaning roughly the same. > know about that one issue Knowing that you have that conditions is still not the same as releasing medical records

I think we are meaning roughly the same. > know about that one issue Knowing that you have that conditions is still not the same as releasing medical records specific to that condition. So you employee should neither have your full medical records nor a sub-set specific to a certain condition. Just a document confirming that you have that condition.

slownews45 5y ago
No, they can ask that you release records related to that condition. That means the detailed records in many cases. Reality is in most cases employer just talks to employees or condition is obvious (use of a wheelchair etc). In most cases accommodation measures are routine / trivial (better chair, taller desk, different schedule such as part time work for reduced pay etc etc, ergo keyboard). Honestly, stuff like this where you hear ADA requiring employers to supposedly let people work from Utah where COL is 1/2 bay area is what gives ADA type stuff a bad name. It's not the common track and obviously open to more abuse particularly if no documentation is provided.