In our discussion of disability discrimination is the concept of reasonable accommodation. An employer has a duty to provide a reasonable accommodation to a qualified individual with a disability in order to allow that individual to do their job. It can be simple. A screen reader. An adjustable desk. Access to a ADA bathroom. More frequent breaks. Here is the issue . . . associates with a disability don't see their role in the process. They need to communicate a need. They need to understand that people aren't mind readers, and that accommodation can only be accomplished if a conversation happens. And it goes further. If the accommodation is causing poor performance, safety issues, or discomfort, the associate needs to let management know. Management needs to inquire frequently if things are working well. And all need to be prepared to talk with fear of negative repercussions.

That said, what is your opinion about any duty owed by co workers who are indirectly affected by an accommodation that is not going well. Additionally, what should management do if a co worker brings concerns about another associate's accommodation.