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HF 3383

Job accommodation request form required for an employee with a known disability upon request.

2025-2026 Regular Session Introduced by Wayne Johnson

Requires employers to provide a standardized job accommodation request form to employees with a known disability upon request, to streamline and document accommodations.

Introduction and first reading, referred to Judiciary Finance and Civil Law
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Bill Summary · HF 3383

Bill Summary: HF 3383 (2025-2026) – Job Accommodation Request Form Required for an Employee with a Known Disability Upon Request (Minnesota)

Basic Information

  • Jurisdiction: Minnesota
  • Bill Number: HF 3383
  • Session: 2025-2026
  • Title: Job accommodation request form required for an employee with a known disability upon request
  • Introduced / First Reading: 2026-02-17
  • Committee Referral: Judiciary Finance and Civil Law
  • Prime Sponsor: (Co-sponsor) Wayne Johnson

Purpose and Intent

HF 3383 requires employers to provide a standardized job accommodation request form to employees who have a known disability, upon the employee’s request. The bill aims to facilitate the accommodation process by ensuring employees can formally request adjustments or supports that enable them to perform essential job duties, while clarifying the process and documentation involved.

Key Provisions (Highlights)

  • Trigger for Form: The form must be provided upon an employee’s request for a job accommodation related to a known disability.
  • Form Standardization: Employers must use a standardized job accommodation request form (specific template details would be defined in the bill or accompanying administrative rules).
  • Accessibility of Form: The form should be readily accessible to employees (e.g., available in multiple formats or locations, such as HR portals, physical copies, etc.).
  • Contents of the Form: The form is expected to capture essential information to process the accommodation request, potentially including:
    • Employee’s disability-related limitations
    • Specific accommodations being requested
    • How the accommodations enable the employee to perform essential job functions
    • Suggested timelines for implementation
    • Any supporting medical or professional documentation (consistent with privacy protections)
  • Employer Responsibilities:
    • Accept and review the completed form in a timely manner.
    • Engage in an interactive process with the employee to discuss feasible accommodations.
    • Document the accommodation decision and the rationale.
  • Privacy Protections: Provisions to protect the employee’s medical information in accordance with applicable privacy and disability laws.
  • Non-Discrimination and Reasonable Accommodation Standards: Aligns with existing federal and state disability discrimination laws (e.g., Americans with Disabilities Act standards and Minnesota Human Rights Act) to ensure accommodations are pursued unless they constitute an undue hardship.
  • Enforcement and Compliance: Mechanisms for enforcement, penalties, or remedies would be specified (e.g., civil penalties, retaliation protections, or administrative remedies), subject to the bill’s sections.

Who Would Be Affected

  • Employees with Known Disabilities: Primary beneficiaries who seek accommodations to perform their job duties.
  • Employers and HR Departments: Obligated to provide the form, review requests, participate in the interactive process, and maintain documentation.
  • Workplace Supervisors: Involved indirectly through accommodation implementation and monitoring.
  • Potentially Shared Services or Legal/Compliance Teams: Responsible for ensuring privacy, documentation, and compliance with applicable laws.

Procedural and Timeline Aspects

  • Introduction/Referral Date: 2026-02-17, referred to Judiciary Finance and Civil Law.
  • Process Flow (anticipated):
    1. Employee requests accommodations and is provided with the standardized form.
    2. Employee completes and submits the form.
    3. Employer reviews, engages in an interactive process, and documents decisions.
    4. Implementation of approved accommodations and ongoing monitoring.
  • Compliance Window: Specific timelines for form response, interactive process duration, and implementation deadlines would be defined within the bill or related administrative rules.

Potential Impacts and Considerations

  • Administrative Clarity: A standardized form can reduce ambiguity and speed up the accommodation process.
  • Privacy Safeguards: Emphasizes protection of sensitive medical information.
  • Impact on Employers: May require updates to HR policies, form management systems, and training on the interactive process.
  • Enforcement: Clearly defined remedies or penalties would influence compliance behavior and deter retaliation.

If you’d like, I can tailor this summary further with a comparison to existing Minnesota disability accommodation requirements or provide a hypothetical checklist for employers to prepare for the bill’s passage.

Compiled from official sources — confirm details with the bill’s official record.

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