If the disability of the individual requesting a reasonable accommodation is not obvious, the person receiving the request may request information that verifies that the individual is disabled as defined by the Fair Housing Act. However, the person receiving the request may not inquire into the nature or severity of the individual’s disability.

A housing provider may not impose such blanket restrictions on service animals. A housing provider must approve a service animal as reasonable accommodation if keeping that animal is feasible and practical.

Yes, if the animal poses a direct threat to the health or safety of other or if the animal will cause substantial physical damage to the property.

Yes. The laws enforced by EEOC protect you from being harassed because you file a job discrimination complaint with the EEOC, report discrimination to others, or help someone else report job discrimination, even if it turns out the conduct was not illegal.

No. When you file a job discrimination complaint with the EEOC or otherwise participate in an EEOC investigation or lawsuit, you are protected against retaliation regardless of the validity or reasonableness of the original allegation of discrimination.

Workplace harassment involves unwelcome and offensive conduct that is based on race, color, national origin, sex (including pregnancy, gender identity, and sexual orientation), religion, disability, age (age 40 or older), or genetic information. Examples of harassment include offensive or derogatory jokes, racial or ethnic slurs, pressure for dates or sexual favors, unwelcome comments about a person's religion or religious garments, or offensive graffiti, cartoons or pictures.