Medical information received as part of the reasonable accommodation process is kept confidential and is only disclosed on a business need to know basis. If you voluntarily disclose your medical condition to your co-workers, supervisors or other individuals, this voluntary disclosure is not covered by the ADA’s confidentiality provisions.
If you have been communicating only with your departmental RA Coordinator regarding your request for a reasonable accommodation and you have not disclosed any medical information to your supervisor, the RA Coordinator should keep your diagnosis and other medical information confidential from your supervisor. However, the RA Coordinator will need to inform your supervisor of your work restrictions and limitations (i.e. what you can and cannot do at work because of your medical condition) and any reasonable accommodations implemented so your supervisor is aware of the manner in which you will be performing your essential job functions and he/she/they can properly supervise you.
