Along with the employer's duty to accommodate comes the employee's corresponding duty to participate in his or her own accommodation.  It is important to note that an employee is not entitled to insist on his or her ideal or preferred accommodation.

If the employer's proposal amounts to reasonable accommodation, then the employer will have discharged its obligation.  Therefore, the refusal of a reasonable accommodation that appropriately addresses an employee's limitations could result in a complete discharge of the employer´s duty to accommodate.  This therefore means that the employer will not be obligated to explore other options.  

The end result is that the employee who refuses reasonable accommodation in the case of an employee who is currently on leave with or without pay, may end up on an unapproved leave of absence without pay and at risk of losing his or her employment.