Accommodating policy definition
EEOC take steps, solely at the agencys discretion, beyond those required by section 501 of the Rehabilitation Act of 1973.
Generally, an applicant or employee must let the EEOC know that he needs an adjustment or change concerning some aspect of the application process, the job, or a benefit of employment for a reason related to a medical condition. An applicant or employee may request a reasonable accommodation at any time, orally or in writing. on how to contact the DPM.) If an employee makes a reasonable accommodation request to someone other than the DPM, such as her supervisor, office director, district director, or regional attorney, these supervisors/managers should forward the request to the DPM immediately and must do so within 2 business days.
EEOC provides reasonable accommodations: A reasonable accommodation is any change in the workplace or the way things are customarily done that provides an equal employment opportunity to an individual with a disability.
The EEOC is committed to providing reasonable accommodations to its employees and applicants for employment to ensure that individuals with disabilities enjoy equal access to all employment opportunities.
Under the ergonomic program, for instance, an employee with carpal tunnel syndrome may request a specialized chair or wrist pad.
EEOCs Procedures fully comply with the requirements of the Rehabilitation Act of 1973.While the DPM will handle all requests for reasonable accommodations, supervisors, managers, and office directors often will need to be consulted about specific requests.Therefore, all management personnel must be familiar with these Procedures and the Commissions Enforcement Guidance on Reasonable Accommodation and Undue Hardship Under the Americans with Disabilities Act (rev. 17, 2002), which contains significant information on the responsibilities of agency personnel involved in responding to a request for reasonable accommodation, as well as the rights and responsibilities of those requesting accommodation.The Director of Human Resources will designate another OHR staff member to act as a back-up for the DPM to process requests when the DPM is unavailable for any length of time (, the DPM is on vacation or out on extended leave).While the DPM has responsibility for processing requests for reasonable accommodation, the DPM may work closely with an employees supervisor or office director in responding to the request, particularly those involving performance of the job.
Additionally, the DPM may not refuse to process a request for reasonable accommodation, and a reasonable accommodation may not be denied, based on a belief that the accommodation should have been requested earlier (, during the application process).