The answer to this question depends on many things—both related to your health and your particular job. In short, the American Diabetes Association recommends that you consult with your treating provider to make an individualized determination.
Early studies are finding connections between COVID-19 outcomes and a patient’s glucose management, BMI, other conditions, and age. Consult with your physician about your condition to better understand your risk. If your treating provider has questions about COVID-19 and diabetes, they can review our COVID-19 resources for professionals.
The nature of your job and whether you are able to reduce risk by things such as wearing PPE, working behind a plexiglass shield, working outside or far away from others will all factor into your risk of exposure.
A reasonable accommodation is any change to the application or hiring process, to the job, to the way the job is done, or the work environment that allows a person with a disability who is qualified for the job to perform the essential functions of that job or enjoy equal employment opportunities. Reasonable accommodations, as their name implies, must be reasonable. This means they cannot pose an undue hardship on your employer.
For more information on reasonable accommodations, refer to the American Diabetes Association’s fact sheet.
They will vary based on an individual’s job functions. The most common accommodations that people with diabetes are requesting are:
Example: Whether your request to wear a mask is a reasonable accommodation may depend on several factors. Some of those factors could include: if you are providing your own mask or requesting that the employer provide one; what your particular condition and attendant risks are; whether your job functions pose additional risks (e.g. health care workers); and more.
Leave may be considered a reasonable accommodation under the Americans with Disabilities Act. Specifying an end date (or projected end date) and providing support in the form of a letter from your treating health care provider can help your employer understand your need for leave.
Yes. There is no “limit” on how many accommodations a person may request.