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"I have completed all Health & Safety Training Programs and have questions relative to the stated protocols.?..."

The person would answer "No". A "No" response triggers the “Clearance Message” whereby the training is complete and the employee has no questions as to what s/he needs to do. They understand and agree to comply with the health and safety protocols as outlined in the training.

If the person answers "Yes" it indicates that the employee completed the training but has a question. Their "Yes" response to this question is to trigger an "Alert Message" to the company that they have an employee who has completed the training, but has a question. The employee should not be permitted to be onsite until their question is answered.

"I am in a high-risk population as defined by the CDC and require priority consideration for workplace accommodation…"

The workplace accommodations are set by the company any may include but are not limited to any of the following:

Permission for the employee to work from home (this is only applicable if the employee has a position that can be completed at home – not a universal workplace accommodation)
Individual office (if available)
Face Shield or Physical Barrier (plexiglass, etc) positioned at their workstation (e.g. anything from temp walls to a simple plexiglass at a cash register counter – the actual barrier size is dependent upon the work space and requirement). Examples are seen in grocery stores, department stores, etc at the checkout lines.
Staggered lunch breaks to permit social distancing. Example: Std lunch break 12-12:30 and 12:30-1. The high-risk employee assigned to take lunch from 11:30-12 or 1-1:30.
Alternate work hours whereby the concentration of employees (or customers) are lower volume.

NOTE: The above listing are simply ideas of workplace accommodations and are not all inclusive. It depends on the business type and employee job function. The questions is only to provide the opportunity for an employee to alert their employer that they are in a “High-Risk Population” as defined by CDC and that they are requesting accommodation . The employer is not obligated to take any additional steps beyond ADA requirements and new health & safety protocols for PPE, social distancing, etc that they would for any other employee. Also, the employee MAY be in a high-risk population and chooses not to share this with their employer – this is also within the employee’s rights. They do not have to share this. It is only intended to document that the employer has created a mechanism for an employee to communicate with their employer IF they are in a high-risk population AND required workplace accommodation. Employers may choose to respond to the request as they would to any request an employee makes under ADA.