"There isn’t a specific way that employees are required to handle this type of situation, but here are some things for employees to consider:
You need to inform your employer that the alternative accommodation isn’t effective. Otherwise, the employer has no duty to reopen the accommodation process or to reconsider your original request. You can inform your employer any way you want, but in our experience, it can be useful to do it in writing so you have a record.
Your employer needs to know why the alternative accommodation isn’t overcoming your limitations and enabling you to perform your job or access benefits of employment. This information will help the employer better understand the situation.
You can remind your employer what your original accommodation request was and why you requested it so the employer has all the necessary information easily available. You also can ask that your original accommodation be reconsidered (unless your employer already gave you a valid reason why it cannot be provided). You can explain how the accommodation you requested will be effective and enable you to perform your job or access benefits of employment.
If you think it would help to meet with your employer again, you can suggest that in your letter, and if you think additional medical information would help your employer understand the situation better, you can include that as well."
For more information and a sample letter, visit: