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If the critical functions of a job involve the need to travel, it is important that job candidates and employees are made aware of this requirement. Many people with disabilities are not limited in their ability to travel or perform temporary duty away from the office. In this case, no accommodation is needed. In other cases, a person's disability may affect his or her ability to travel.
As with all reasonable accommodations, start with the employee. The accommodation needed for traveling will vary according to a person's disability and the mode, frequency and duration of travel. Constant travel is far different from an occasional trip. Local travel needs are far different from international air travel needs.
For an employee who uses the services of an interpreter, reader, or personal assistant, it may be a matter of ensuring that the personal assistant, reader, or interpreter accompany the individual on a trip or be available once the individual reaches the destination. The General Services Administration travel regulations also provide authority to allow airline travel by first-class accommodation when a person with a disability is unable to travel standard coach because of space requirements or mobility limitations.
In some cases, travel may not be involved in a critical job function, and it may be possible to redistribute duties in a work center, giving travel duties to some employees and other duties to those employees who have limitations with regard to travel. Sometimes, after looking at the job requirements and consulting with the individual and professional resources on job accommodations, you may find that the particular job requirements and the particular needs/limitations of a person with a disability are simply not compatible.The important point is not to assume that travel is impossible for a disabled person. In many situations, with a little thought and advance planning, a person with a disability can perform required travel and effectively accomplish the requirements of his/her job.
For helpful information for travelers with disabilities, see the website.
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The term "reasonable accommodation" is a term of art that Congress defined only through examples of changes or modifications to be made, or items to be provided, to a qualified individual with a disability. A reasonable accommodation is adapting the job site or job functions for a qualified person with a disability to enable an individual with a disability to enjoy equal employment opportunities. This does not mean that the employer must lower the standards of work for the position or change the job requirements. There are three categories of reasonable accommodations:
- Modifications or adjustments to a job application process to permit an individual with a disability to be considered for a job (such as providing application forms in alternative formats like large print or Braille);
- Modifications or adjustments necessary to enable a qualified individual with a disability to perform the essential functions of the job (such as providing sign language interpreters); and
- Modifications or adjustments that enable employees with disabilities to enjoy equal benefits and privileges of employment (such as removing physical barriers in an office cafeteria).
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An employee with a disability who fails to meet performance standards or whose conduct on the job is inappropriate should receive the same treatment as an employee without a disability. In most cases, documentation of poor performance or misconduct should be collected, and the employee should be advised that there are issues of concern. As with any employee, the disabled employee’s failure to address performance or conduct issues may result in letters of counseling, suspension, and even termination. The disabled employee has the same rights as the non-disabled employee to appeal these personnel actions. For additional information, contact your human resources office; OPM also has posted information on employee relations issues on their website.
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- The provides assistive technology accommodations and services to persons with disabilities at the Department of Defense and over 38 Federal agencies (upon the request of the head of the Federal agency) at no cost. CAP supports accessibility efforts, including the successful implementation of Section 508’s electronic and information technology accessibility requirements.
- The U.S. Department of Agriculture established the to support the Department with assistive technology and ergonomic solutions. Needs assessments and demonstrations conducted by the Center provide federal employees with disabilities equal access to electronic and information technology essential in today's work force.
- The is a one-stop shop to ensure that DOT employees with disabilities can participate fully in all aspects of the Department's work, programs and services. DRC provides reasonable accommodations, assessments, and assistive technology.
- The provides support services to Education managers and supervisors in determining how technology can be used to meet the reasonable accommodation needs of employees with disabilities. These services include needs assessments, specialty equipment and software demonstrations. The Assistive Technology Team also studies software development issues pertaining to Education accessibility requirements for product implementation in Department-wide systems.
- The U.S. Department of Education (ED) Disability Policy/Section 504 Reasonable Accommodation staff within the Office of Management's Work/Life Programs Group (WLPG) promotes disability awareness and assists managers and staff with reasonable accommodation and program access needs. Having disability access resources available reflects ED's ongoing commitment to provide full access to all customers and employees with disabilities. These resources include services such as Braille and audiotape versions of ED publications, funding for reasonable accommodations, and guidance on a range of accessibility questions. Other offices within ED also provide resources and work closely with the Disability Policy/Section 504 Reasonable Accommodation staff to deliver disability-access services to all Department customers and employees who need them. For more information, call the Section 504/Reasonable Accommodation office at 202-401-8545 Voice or 202-260-8874 TTY or call the Work/Life Programs Group main number at 202-401-2905 Voice/TTY via Federal Relay Service.
- The Department of Commerce - Committee on Resources for Electronic Accessible Technology to End Users (CREATE) offers planning and coordination of activities that increase awareness of assistive technology for people with disabilities. For more information call (202) 482-3201 (Voice) or (202) 482-4675 (TTY).
- The , Assistive Technologies Support Team is the primary point of contact for employees with disabilities at headquarters. The Team provides coordination, responsibility, and oversight for all support interfaces with individual employees with disabilities or impairments.
- The Department of Housing and Urban Development - Housing Accessibility Resource Program (HARP) maintains an information library containing extensive reference materials and resources. HARP also provides an opportunity for managers and employees to utilize the TARGET Center at the USDA to view and evaluate assistive technology. For more information call (202) 708-0288 x268 (Voice) or (202) 708-4401 (TTY).
- The Department of Veterans Affairs (VA) - The Microcomputer Training Program for Persons with Disabilities (MTPPD) provides cost-reimbursable assistive technology training for U.S. veterans. It also provides product assessment, demonstrations, consultations, and facility tours. Currently, MTPPD is helping VA implement the Nationwide Office Automation which will allow all users access to the information environment. For more information, call (202) 273-6542 (Voice) or fax to (202) 273-6555.
- The Internal Revenue Service - Information Resources Accessibility Program (IRAP) Office provides accessible electronic information technology to customers with disabilities. Associates offer consultations, technical support, demonstrations, and facility tours. IRAP also tests IRS systems and products to ensure accessibility to and compatibility with assistive technology. To find out more, visit their website, or call (202) 283-0283 (Voice) or (202) 283-6566/67 (TTY).
- The Social Security Administration (SSA), Office of Civil Rights and Equal Opportunity (OCREO), provides adaptive devices to accommodate SSA's employees with disabilities. SSA believes that having a centralized account to purchase adaptive devices encourages managers to hire more people with disabilities since they would not have to deplete local resources to purchase expensive adaptive equipment.
A central component of SSA tracks the technologies that are compatible with SSA's systems. In 1997, SSA embarked on a four-year project to provide personal computers with mainframe emulation to all SSA employees which would be connected by local and wide area networks.
- The works hard to ensure that people with disabilities have equal access to telecommunications. The DRO, housed in the FCC's Consumer Information Bureau, provides technical assistance to consumers, businesses, and government agencies on their rights and responsibilities to facilitate disability access in the foundations and frontiers of telecommunications.
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Decisions on making accommodations are made on a case-by-case basis. Executive Order 16134, however, requires each Federal agency to establish effective written procedures to facilitate the provision of reasonable accommodation for applicants and employees. Contact specific agencies for information on their decision-making process.
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As with all interviews, the interviewer should have a full understanding of the job requirements before interviewing any candidate. The interviewer should be familiar with his/her agency’s own policies and practices.
The interview must focus on abilities and how the applicant will accomplish tasks and meet the goals and objectives of the position. Ask all applicants the same questions including whether or not they have any needs that will require reasonable accommodation.
Do not ask specific questions about an applicant's disability even if the disability is obvious. Some applicants will voluntarily explain how their disability relates to their ability to do the job, but others will not. Even if the applicant does discuss a disability, do not ask any questions about the disability that are not relevant to the actual position. It is important not to speculate about how you would perform a specific job if you had the applicant’s disability.
For more tips on interviewing people with disabilities, visit the website and the website.
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Yes. The Rehabilitation Act of 1973, as amended, requires Federal agencies to provide reasonable accommodations to qualified employees or applicants with disabilities, unless doing so would cause an undue hardship to the agency. An undue hardship means that a specific accommodation would require significant difficulty or expense. A reasonable accommodation is any change to a job, the work environment, or the way things are usually done that allows an individual with a disability to apply for a job, perform the essential job functions, or enjoy equal access to benefits available to other individuals in the workplace.
Federal agencies are required by Executive Order 13164 (EO 12164) to develop written procedures for providing reasonable accommodation. You may gain greater understanding of your specific situation and alternatives available to you by reading the agency's reasonable accommodation procedures. Different agencies place responsibility for reasonable accommodation in different offices. Contact the agency's personnel office, reasonable accommodation coordinator, civil rights office, selective
placement program coordinator, disability program manager or EEO office to request a copy of an agency's written procedures.
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The process of finding a Federal job is not as complex as you may have heard. If you want to be considered for employment with the Federal Government or if you wish to pursue career opportunities once you become an employee, please find job openings via these websites. An electronic listing of all of the latest Federal job opportunities may be obtained from the Office of Personnel Management’s USAJOBS website. It is convenient, user friendly, accessible through the computer or telephone and available 24 hours a day, seven days a week.
Many Federal agencies also display electronic employment information and job listings on their websites. You can access this information by visiting the specific Federal agency websites at FIRSTGOV.
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You are not required to talk about your disability during an interview. An interviewer should ask you questions about your job qualifications and about how you can perform the essential functions of the job. An interviewer is prohibited from asking you questions about your disability that are not relevant to your functioning on the job. For more information, click here. During a job interview, you should present your qualifications in a positive manner, emphasizing your abilities and assets. However, if you have a disability, it might be to your advantage to anticipate some of the questions that an interviewer may be reluctant to ask.
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People with disabilities who work in offices have been using service animals successfully for many years. Service animals may accompany a person with a disability to the office, cafeteria, meetings, and on travel. Since service animals are alert to the needs of their owner, it is important not to interfere or distract them while they are working. Most service animals sleep when not providing service and need to have a safe rest area of adequate size located near their owner. The person with a disability should be allowed to provide water and food rewards for their animal. Offices that are already wheelchair accessible usually have wider hallways and doorways that are accessible enough to provide the individual full access while walking with their animal.
Individuals with disabilities who use service animals must be allowed time to attend to their basic needs. It is not the responsibility of office colleagues to provide care for the service animal. For more information, see located on this website.
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