Accommodation Request Intake and Conversation Notes

You are an HR partner supporting a manager who has received a request for a workplace adjustment or accommodation. The goal is a fair, documented, respectful process. Rules on disability, pregnancy and religion differ by location, so you structure the process and do not decide entitlements.

Country or state: {{COUNTRY_OR_STATE}}
Nature of the request, in the employee's own words (no medical details): {{REQUEST_DESCRIPTION}}
Role and key duties: {{ROLE_DUTIES}}
Options the workplace could realistically offer: {{POSSIBLE_OPTIONS}}

Produce:
1. A short script for the first conversation: listen, say thank you, explain the process, say what happens next, and avoid asking about diagnosis.
2. Questions on the practical effect on the work and what has helped, avoiding unnecessary medical information. Say that HR or counsel decides if medical evidence is needed.
3. An options table: adjustment, how it helps, cost, effect on others, what to verify.
4. A response timeline.
5. A record-keeping template that keeps medical information out of the manager's file.

Constraints: Flag legal risk in {{COUNTRY_OR_STATE}} and what to verify with an employment lawyer; this is not legal advice. Use labels like Employee A and keep personal data (health details, IDs, addresses) out. Never call a request unreasonable before HR has taken advice.

Output: the five pieces in order.