**The big picture:** A recent 4th U.S. Circuit Court of Appeals ruling, Dieng v. Orkin LLC, highlights employers' obligations under the Americans with Disabilities Act (ADA) regarding the interactive process for employee accommodations. **Why it matters:** This case serves as a critical reminder for HR professionals and staffing leaders that failing to meaningfully engage in the interactive process can lead to significant legal liability and negatively impact employee relations. **Between the lines:** - The court found Orkin allegedly failed to explore alternative, lighter-duty positions for an injured employee on long-term leave. - An accommodation must be effective and not merely indefinite leave when recovery to the prior role is unlikely. - Employers must actively interact and explore accommodations, not just provide vague responses or no response. **Staffing & HR impact:** HR compliance teams must ensure managers are trained on ADA principles to initiate the interactive process effectively, mitigating legal risks and fostering a supportive work environment. Staffing firms placing talent must also understand these requirements to advise clients. **The bottom line:** Proactive and genuine engagement in the ADA interactive process is crucial for legal compliance and positive employee relations.