Click here to skip navigation
This website uses features which update page content based on user actions. If you are using assistive technology to view web content, please ensure your settings allow for the page content to update after initial load (this is sometimes called "forms mode"). Additionally, if you are using assistive technology and would like to be notified of items via alert boxes, please follow this link to enable alert boxes for your session profile.
An official website of the United States Government.

Frequently Asked Questions Employment

Disability Employment

  • Reasonable accommodations that can be requested include, but are not limited to, the following:
      • making existing facilities accessible;
      • restructuring the job;
      • utilizing part-time or modified work schedules;
      • adjusting or modifying tests, training materials, or policies;
      • providing qualified readers and interpreters;
      • acquiring or modifying equipment; and
      • reassigning an individual to a vacant position for which the employee must be qualified.
    How well did this answer your question? Submit
    Submitting rating...
    Thank you for your feedback!
    An error occurred while trying to submit your feedback.
    Please try again later.
  • A needs assessment may be obtained from several sources. A few are:
    • your own agency, in conjunction with its reasonable accommodation policy created in compliance with Executive Order 13164,
    • the Computer/Electronic Accommodations Program (CAP) in the Department of Defense,
    • State vocational rehabilitation agencies,
    • the Vocational Rehabilitation and Employment Service of the Department of Veterans Affairs,
    • the Job Accommodation Network (JAN), sponsored by the U.S. Department of Labor or
    • the Centers for Independent Living (CILs).
    Other sources of needs assessment depend on the organization that refers or places an applicant with a disability. For example, if the applicant is referred to you by the Workforce Recruitment Program (WRP), it is likely that someone from that program will arrange the needs assessment with the Computer/Electronic Accommodations Program (CAP) in the Department of Defense. If you are hiring a client of the Vocational Rehabilitation and Employment Service of the Department of Veterans Affairs, those offices may perform needs assessments. Centers for Independent Living (CILs) offer information about needs assessment and accommodation services. CILs also often maintain rosters of persons available to serve as personal care attendants, interpreters for individuals who are hearing impaired, or readers for people with visual impairments. State vocational rehabilitation agencies funded under the Rehabilitation Act, private vocational rehabilitation companies, and nonprofit organizations also provide needs assessments. Federal employers also may obtain additional guidance on providing reasonable accommodation from the Equal Employment Opportunity Commission (EEOC). Free copies of the EEOC's published guidance on reasonable accommodation and other issues pertaining to non-discrimination against people with disabilities may be reviewed at EEOC’s website and obtained by calling (800) 669-3362 (voice), and (800) 800-3302 (TTY). Other resources for technology-related technical assistance and accommodation assessment are:
      • the Center for Information Technology Accommodation at the Office of Government-Wide Policy at the General Services Administration,
      • U.S. Architectural and Transportation Barriers Compliance Board ("Access Board");
      • the Assistive Technology Program at the U.S. Department of Education,
      • the TARGET Center at the U.S. Department of Agriculture, and
      • the Computer/Electronic Accommodations Program (CAP) at the Department of Defense.
    How well did this answer your question? Submit
    Submitting rating...
    Thank you for your feedback!
    An error occurred while trying to submit your feedback.
    Please try again later.
  • All denials of reasonable accommodation requests must be made in writing, and the decision must specify the reason for the denial. The denial should be written in plain language, clearly stating the specific reasons for the denial. After denying a request, the individual must be informed that s/he has the right to file an EEO complaint, has the right to pursue any applicable union grievance and informal alternative dispute resolution.
    How well did this answer your question? Submit
    Submitting rating...
    Thank you for your feedback!
    An error occurred while trying to submit your feedback.
    Please try again later.
  •   A major life activity is a function that the average person in the general population can perform with little or no difficulty. Major life activities include activities such as caring for oneself, seeing, hearing, walking, breathing, speaking, learning, sitting, standing, lifting, reaching, and working.  
    How well did this answer your question? Submit
    Submitting rating...
    Thank you for your feedback!
    An error occurred while trying to submit your feedback.
    Please try again later.
  • Generally the agency (employer) must bear the costs of providing reasonable accommodation. For more information see the amended Rehabilitation Act of 1973. In addition, Federal agencies may have several resources to draw upon when seeking support for reasonable accommodation. Sometimes other agencies have a role in funding the cost of an accommodation. For example, the Vocational Rehabilitation and Employment Service of the Department of Veterans Affairs may have funds to assist employers in providing reasonable accommodations for veterans with disabilities. The Computer/Electronic Accommodations Program (CAP) in the Department of Defense provides reasonable accommodations such as assistive technology, devices and support services for free to Federal agencies who have a partnership agreement with CAP. Applicants and employees are not expected or required to bear the costs of reasonable accommodations. Check with the agency personnel office, disability coordinator, or EEO office to see how requests for accommodation are handled at a particular agency.
    How well did this answer your question? Submit
    Submitting rating...
    Thank you for your feedback!
    An error occurred while trying to submit your feedback.
    Please try again later.
  • No, the new regulation does not provide for priority in Federal hiring. The regulation applies to excepted service appointments.
    How well did this answer your question? Submit
    Submitting rating...
    Thank you for your feedback!
    An error occurred while trying to submit your feedback.
    Please try again later.
  • An individual who is granted a reasonable accommodation might not receive the exact form of accommodation requested. The deciding official has the discretion to identify reasonable and appropriate alternatives.
    How well did this answer your question? Submit
    Submitting rating...
    Thank you for your feedback!
    An error occurred while trying to submit your feedback.
    Please try again later.
  • The final regulations establish a new 5 CFR appointing authority (5 CFR 213.3102(u)) that consolidates multiple excepted appointing authorities into one expanded excepted appointing authority. Impact will depend on the actual circumstances of the restructuring, and how an agency decides to effect the RIF. Agencies have discretion in determining which positions to abolish, as well as discretion to provide affected competing excepted service employees with certain assignment rights. Therefore, impact (positive, neutral, or negative) depends on the implementation of a RIF by the agency.
    How well did this answer your question? Submit
    Submitting rating...
    Thank you for your feedback!
    An error occurred while trying to submit your feedback.
    Please try again later.
  • The excepted hiring authorities referenced in question 18 create a streamlined process to hire people with disabilities. Using these excepted hiring authorities eliminates the requirement for competition which may be very time-consuming. The excepted hiring authorities may require that the disabled person have a certification from a State vocational rehabilitation agency or the Veterans Administration. Once again, consult your human resources office to ensure that you use the best hiring strategy for your specific vacancy.
    How well did this answer your question? Submit
    Submitting rating...
    Thank you for your feedback!
    An error occurred while trying to submit your feedback.
    Please try again later.
  • Employees or applicants with disabilities who need reasonable accommodation are responsible for making their needs known to the appropriate official. Supervisors are responsible for properly responding to requests for accommodation from their employees. When an individual decides to request accommodation, the individual or his/her representative must let the employer know that s/he needs an adjustment or change at work for a reason related to a medical condition. The employer and the individual with a disability should engage in an informal process to clarify what the individual needs and identify the appropriate reasonable accommodation.
    How well did this answer your question? Submit
    Submitting rating...
    Thank you for your feedback!
    An error occurred while trying to submit your feedback.
    Please try again later.

Unexpected Error

There was an unexpected error when performing your action.

Your error has been logged and the appropriate people notified. You may close this message and try your command again, perhaps after refreshing the page. If you continue to experience issues, please notify the site administrator.

Working...