Don't skip 'unrealistic' accommodation request.

Sometimes, it may seem obvious that a disabled applicant will be unable to perform the job you are trying to fill. But you can't simply ignore his application.

If disabled applicants are otherwise qualified for the job, begin the interactive accommodation process as soon as they make it clear they need a reasonable accommodation to perform the job's essential functions.

Of course, if applicants don't meet other minimum qualifications that are unrelated to a disability (for example, education or experience requirements), you can reject them for those legitimate reasons.

Recent case: A vision-impaired employee at Red Roof Inn's corporate call center asked about a...