Great until it isn’t. Fired a day after requesting a medical reasonable accommodation from HR! - Recruiter Epitec Employee Review

Since 1978, Epitec operates as a responsible and law-abiding employer. As the COO, I work directly with Epitec's Senior HR Manager and legal counsel to explore and determine if an accommodation changes the work environment or how things are customarily done that enable a qualified individual with a disability to enjoy equal service opportunities. Reasonable accommodation includes adjustments to assure that qualified individuals have rights and privileges equal to those of participants without disabilities. The ADA does not require programs to provide accommodations that pose an undue hardship. Undue hardship results from an accommodation that causes significant difficulty or expense. For example, an accommodation that significantly and permanently changes core working hours or the requirement to attend team meetings negatively impacts customer service and produces an undue hardship. Epitec understands that most accommodations are not expensive, nor do they involve much effort to implement. Epitec is eager to work with our employees' reasonable accommodation requests. Medicaid is typically not an option for those with wages above a set threshold. I am sorry things did not work out with you here at Epitec. Epitec encourages each Hire to understand their compensation, benefits, and the roles and responsibilities of the position before they accept employment with Epitec or another employer. We are eager to share Epitec's documented process maps, training, and performance management expectations. Please reach out to me directly to discuss this further at mjruma@epitec.com