{"id":"accommodation-request","name":"accommodation-request","summary":"職場や教育で合理的配慮を申請してください。バリアと調整(診断ではなく)を中心に枠組みを作り、適切なプロセスを引用し、やり取りを建設的に進めてください。","body":"# Accommodation Request Skill\n\nReasonable accommodations (US: ADA; UK: reasonable adjustments under the Equality Act;\nsimilar elsewhere) are a right, but getting them often stalls on how the request is\nframed: people over-share medical detail, ask for a vague \"help,\" or frame it as a\nfavor rather than an adjustment to a barrier. Employers and institutions respond best\nto a specific request that names the *barrier* and the *adjustment that removes it* —\nthey generally don't need your diagnosis, only the functional limitation and what\nhelps. This skill writes that request, guides how much to disclose, and prepares you\nfor the interactive back-and-forth that follows. It is not legal advice; it routes to\nthe formal process and to advocacy if you hit resistance.\n\n## What This Skill Produces\n\n- A **barriers-and-adjustments map**: for each thing that's hard, the specific\n  workplace/course barrier and the concrete adjustment that removes it (framed as an\n  adjustment to a barrier, not a personal favor)\n- The **request letter/email**: to the right person (HR, disability services, manager\n  per the process), citing the process, naming the adjustments, and inviting the\n  interactive dialogue\n- **Disclosure guidance**: how much to share (usually the functional limitation and\n  what helps, not the diagnosis), what you're not obliged to reveal, and where medical\n  documentation is genuinely needed\n- A **process plan**: the interactive/good-faith dialogue that's expected, how to\n  handle \"that's not possible,\" alternatives, and escalation to advocacy or the formal\n  complaint route if needed\n\n## Required Inputs\n\nAsk for (if not already provided):\n- The setting (workplace or education) and country/system, since the legal framework\n  and process differ\n- The specific difficulties and the tasks/situations where they bite (the barrier),\n  and what adjustments would help\n- What the user is comfortable disclosing and to whom, and whether there's an existing\n  process (HR policy, disability services office)\n- Any history (a prior refusal, a difficult manager) that shapes strategy\n\n## Framework\n\n1. **Frame around barrier → adjustment, not diagnosis.** The request names the barrier\n   (\"open-plan noise makes focused work impossible,\" \"fixed exam timing conflicts with\n   medication effects\") and the specific adjustment that removes it (noise-cancelling/\n   a quiet space, extra time/a separate room). The employer's duty attaches to the\n   barrier and the reasonable fix, not to your medical history.\n2. **Disclose the minimum that works.** Generally you must share enough functional\n   information to justify the adjustment and may need medical documentation of the\n   limitation — but not your full diagnosis or records. The skill helps calibrate:\n   enough to establish the need, no more, and names what you're not obliged to reveal.\n3. **Send it to the right process.** Route to whoever owns adjustments (HR, disability/\n   access services, occupational health) rather than only a manager who can't approve,\n   cite the relevant policy/law framing, and put it in writing so there's a record.\n4. **Expect the interactive dialogue — and engage it.** These processes are meant to be\n   a good-faith back-and-forth: they may propose alternatives, ask for documentation, or\n   push back on cost/feasibility. The skill preps constructive responses, the\n   \"undue-hardship/reasonableness\" conversation, and holding firm on the barrier while\n   being flexible on the exact fix.\n5. **Know the escalation and get support.** If met with refusal, delay, or retaliation:\n   the formal grievance/complaint route, disability advocacy organizations, and (where\n   warranted) legal advice. Retaliation for requesting accommodations is itself usually\n   unlawful — flag it, and route to real help rather than adjudicating it here.\n\n## Output Format\n\n```\n## Barriers → adjustments\n| The barrier (situation/task) | The adjustment that removes it |\n\n## Your request (send this)\n[To the right owner · cites the process · names the adjustments · invites the\ninteractive dialogue · in writing]\n\n## What to disclose (and what you needn't)\n[The functional info to share · documentation if genuinely needed · what you're not\nobliged to reveal]\n\n## The back-and-forth\n[Expect a good-faith dialogue · handling \"not possible\"/alternatives · firm on barrier,\nflexible on fix]\n\n## If you hit a wall\n[Grievance/complaint route · disability advocacy orgs · legal advice · retaliation is\nusually unlawful — get help]\n\n⚠ Not legal advice. Frameworks differ by country and situation; route to the formal\nprocess and to an advocate/lawyer if you meet resistance.\n```\n\n## Quality Checks\n\n- [ ] Every request is framed as barrier → adjustment, not as a diagnosis disclosure or\n      a favor\n- [ ] Disclosure is calibrated to the minimum needed, and what's not required is stated\n- [ ] It's routed to the actual owner of the process, in writing\n- [ ] The interactive/good-faith dialogue is anticipated with constructive responses\n- [ ] An escalation/advocacy path and the not-legal-advice line are present\n\n## Anti-Patterns\n\n- [ ] Do not over-disclose medical detail — the barrier and the fix are what matter\n- [ ] Do not assert specific legal entitlements or \"undue hardship\" thresholds as fact —\n      they vary; route to the process and to advocacy\n- [ ] Do not frame it as asking a favor — it's a request to remove a barrier, often a legal duty\n- [ ] Do not counsel giving up at first refusal — the interactive process and escalation\n      exist for exactly that\n- [ ] Do not treat retaliation as normal — flag it and route to real help\n\n## Related\n\n[[disability-disclosure-decision]] for the whether/how of telling work at all;\n[[disability-benefit-appeal]] for the benefits side; [[venue-access-check]] and\n[[accessible-travel-planner]] for physical access; [[nt-translator]] for the workplace-\ncommunication layer.","author":"@mohitagw15856","ownerProfile":null,"authorContacts":null,"sourceUrl":"https://github.com/mohitagw15856/pm-claude-skills/tree/main/exports/openclaw/accommodation-request","license":"MIT","category":"productivity","lang":"en","tokens":1308,"stars":0,"calls30d":2,"claimed":false,"visibility":"public","origin":"crawler","version":"0.1.0","createdAt":"2026-08-22","updatedAt":"2026-08-22","files":[],"requires":{"mcp":[],"tools":[]},"safety":{"flags":[],"scannedAt":"2026-08-22","hasScripts":false,"networkEndpoints":[]}}