You fought long and hard for your Reasonable Accommodation with medical reports attesting to your disability – maybe it’s from the harassment you suffered at work or injuries and anxieties you sustained because of your military service. Your former supervisor finally got it but now that person moved on and you have a new supervisor, someone who just can’t get his or her head around the idea that you are teleworking more than a minimal amount. Maybe a leave restriction is being held over your head.
Never mind that your physician signed off on a statement that this is an absolute necessity for you to manage your symptoms and that having to go through all this scrutiny and uncertainty again is very unhealthy for you. The EEOC and the ADA protect disabled employees from just this sort of arbitrary reconsideration and possible revocation of RA. When you request renewal or extension of RA, you will probably have to provide your employer with limited, tailored information to show that nothing significant has changed and that you still need the same RA or a modified one. But that type of a request does not trigger the start of the RA process all over again and you shouldn’t be put through this.
