Accommodation request has been denied by third party admin. Third party has determined that the accommodation request is not medically substantiated. HR has stated that my return to work at full duties is currently set for April 20.

Noted from HR, “I can appeal decision up to 30 days, up to May 15, 2026. In the absence of an appeal or new medical information, we will plan for your return to full duties effective April 20, unless otherwise communicated by you.

HR has stated “Until there is clarity regarding your confirmed return‑to‑work status, it would be premature to provide responses to the broader role, policy, and compensation‑related questions you’ve outlined. Once you have returned to work, I would be happy to schedule time to review your questions and walk through the applicable information together.” Question’s ask are directly related to my return to work. Additionally, due to my medical diagnosis, I need written communication. This has been discussed throughout my STD denial, Appeal denial, and Medical Leave.

Furthermore, this week HR confirmed, the Zone Admin confirmed I am an active employee and should be able to use my uniform voucher before returning to work.

Looking on whether third party can claim non substantiated medical evidence to support claim, whether HR can withhold information from me, and if I return to work on April 20th w out accommodations - do I throw my rights away? I have been off work since Oct 20, 2025. STD and the Appeal were denied by same third party.