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Employees with disabilities are getting ADA accommodations denied repeatedly, then face sudden role changes, benefit loss, or forced exposure to hazardous workplaces. The process is documentation-heavy (doctor letters, coworker statements), time-sensitive, and employers can exploit inconsistent paperwork and missed deadlines, increasing legal risk and personal stress.
ADA Accommodation Case Manager
A secure workflow tool for employees (and optionally their advocates) to manage ADA accommodation requests end-to-end: structured request builder, evidence vault, deadline tracking, and a provable communication log. It outputs jurisdiction-appropriate packet templates and a complete timeline export for EEOC/state agency intake or counsel handoff—without relying on generative AI text creation.
Employees seeking ADA accommodations at mid-to-large employers in the US, plus union reps and employee-side employment law firms that support high volumes of accommodation/intake cases
Users in the post are repeatedly denied and then seemingly retaliated against; winning these disputes often depends on organized documentation, timelines, and consistent medical support rather than one-off emails. This product reduces the chance of procedural mistakes, creates a defensible record, and shortens the time to escalation (HR appeal, EEOC/state filing, or attorney review).
Free ADA accommodation request checklist + retaliation red-flag timeline template (downloadable, state-aware basics)
One-time $39-$79 "Request Packet Builder" to generate a complete accommodation packet + timeline starter
$15-$30/month subscription for ongoing case management, evidence vault, reminders, and export bundles
$9/month add-on for secure fax/verified mail tracking integrations + additional storage
B2B licensing for unions and employee-side firms ($199-$999/month) with multi-case dashboard, paralegal access, and standardized intake exports
MVP is a standard web app: forms, file storage, templated document generation, and audit logging. Key risks are privacy/security (SOC2-lite controls, encryption, strict access), and avoiding unauthorized practice of law by positioning as documentation/workflow tooling with clear disclaimers and attorney handoff exports.
US: ~165M employed; ~8-12% report a disability (tens of millions). Even a narrow wedge—employees actively requesting accommodations—likely 1-3M/year. Additional B2B wedge: ~14,000+ unions and tens of thousands of small employment law firms handling high-volume intake.
Document-centric; limited case workflow and evidence logging; not specialized to ADA interactive process
No accommodation timeline engine; no retaliation flagging; weak export for EEOC intake
Employees managing an ongoing HR dispute without counsel yet
Built for law firm intake, not for employees to prepare and maintain an evidence-grade record before representation
No employee-side guided accommodation builder; no symptom diary + workplace hazard evidence model
Unrepresented employees; unions supporting members before attorney engagement
Employer-owned workflow; employees lack control/portability; incentives may conflict in disputes
Independent audit trail export for employee; structured medical/evidence vault optimized for escalation
Employees needing a portable record across employer systems
Employee-controlled, dispute-ready recordkeeping: immutable timeline, evidence schema specific to ADA interactive process, and one-click export bundles for EEOC/state agencies or counsel. Go-to-market wedge via unions and employee-side firms who benefit from cleaner intake and higher-quality documentation.
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