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The date the regulation goes into effect is 30 days after publication in the Federal Register.
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An individual with a disability:
- has a physical or mental impairment that substantially limits one or more of the person's major life activities;
- has a record of such an impairment; or
- is regarded as having such impairment.
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Yes, if the individual is from a different agency. However, if the person is going from one location/activity/component to another location/activity/component in the same agency, the agency would not have to clear the RPL. For purposes of the RPL, all DOD agencies are considered the same agency. DOD agencies (e.g., Defense Logistics Agency, Defense Investigative Service) and the Departments of Army, Navy, and Air Force are all considered DoD.
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First, contact your human resources office and your organization's Persons with Disabilities (PWD) Manager (or equivalent). Your agency may already have established recruiting and referral relationships with organizations serving people with disabilities, such as:
- State vocational rehabilitation agencies,
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- website.
- Local Veterans Affairs (VA) offices,
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- Educational institutions serving blind or deaf individuals, and
- National disability organizations.
Federal agencies may work directly with these organizations to refer candidates for employment opportunities using the excepted appointing authorities for hiring people with disabilities. Your agency's Plan for Employment of People with Disabilities may also include good sources of qualified candidates with disabilities for your vacancies. In addition, individuals with disabilities may always apply for vacancy announcements that are open to the general public.
The for college students with disabilities is a great source of potential candidates when considering college students with disabilities for employment. Employers can access the WRP candidate database by contacting their agency's WRP representative (usually in the human resources office).
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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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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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Yes, people with disabilities must meet all basic qualification requirements for the job in order to be hired, as is true for non-disabled candidates who are hired. Qualified individuals with disabilities must be able to perform the essential functions of the job with or without reasonable accommodation.
For more information, please refer to the
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If you believe your performance has been unfairly evaluated because of your disability, you should talk with your supervisor about his/her appraisal of your performance to resolve the matter. You may also obtain advice on how to seek redress from the employee relations office, a union official, or Office of Equal Employment Opportunity.
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When the disability and/or the need for accommodation is not obvious, the employer may ask the individual for reasonable documentation about his/her disability and functional limitations. An employer should respond expeditiously to a request for reasonable accommodation.
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Agencies may employ personal assistants for employees with disabilities, including those with visual and hearing impairments, under authority provided by 5 U.S.C. 3102. In addition, Section 3102(d) of the law authorizes the payment of pay and allowances for an individual who accompanies an employee with a disability on official travel. Specifically, the statute provides that the head of an agency may authorize the payment to an individual to accompany or assist (or both) the employee with a disability for all or a portion of the travel period involved. The statute further provides that the accompanying individual shall be considered an employee, but only for purposes of the Federal Employees' Compensation Act and the Federal Tort Claims Act. Accordingly, 5 U.S.C. Section 3110, which provides that a public official may not appoint,
employ, promote, advance or advocate for a relative (as defined in the section), does not prohibit pay to an accompanying spouse.
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