People often confuse the interactive process with a reasonable accommodation. They are related, but not the same. A reasonable accommodation is the actual change or adjustment that helps a qualified worker do the job, such as modified duties, schedule changes, or equipment. The interactive process is the back-and-forth discussion the employer and employee use to figure out whether an accommodation is needed and what will work.

That exchange is supposed to be timely, practical, and in good faith. The employer can ask for limited medical information if the disability or need is not obvious, and the employee is expected to cooperate by explaining restrictions and possible solutions. Under the Americans with Disabilities Act and the South Carolina Human Affairs Law, the process matters because an employer can violate the law not only by denying an accommodation, but also by refusing to engage in meaningful discussion at all.

In a workplace claim, the paper trail from that process can matter as much as the final decision. Emails, doctor's notes, schedule requests, and meeting notes may show whether the employer seriously considered options or simply stalled until the worker was pushed out. After an on-the-job injury, a weather-related limitation, or medical restrictions affecting driving, lifting, or shift work, a failed interactive process can support claims for disability discrimination, failure to accommodate, or retaliation.