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Contact your human resources office for advice and assistance on hiring people with disabilities. Your personnel specialist will be able to advise supervisors and managers on the different avenues available to recruit and hire qualified candidates, including individuals with disabilities. If your organization has designated a Persons with Disabilities (PWD) Manager or a Selective Placement Coordinator, these individuals can serve to connect you and your HR specialist with interested candidates. Take advantage of all the resources in your agency.
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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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It is good business to hire from a potentially underutilized source of outstanding workers. People with disabilities represent one such resource. The practice of looking to qualified people with disabilities as a hiring resource applies equally to private industry and to public sector employment. The following excerpt from Craig Gray’s article in the September 2000 issue of Executive Online illustrates this point.
"Many businesses are learning that workers with disabilities are not only meeting expectations in the workforce, but also exceed them. Employees with disabilities are helping companies learn how to most effectively relate to customers with disabilities and their families and friends. As an added bonus, hiring employees with disabilities has provided many employers with the knowledge and experience to help lower their overall cost of time lost to temporary disabilities experienced by the rest of their staffs."
President Bush recognized the value of full participation of people with disabilities in America’s workforce. In his , announced in February, 2001, he stated his commitment to " tearing down the remaining barriers to equality that face Americans with disabilities" and declaring his intention to "… increase the ability of Americans with disabilities to integrate into the workforce."
For more information on the advantages of hiring persons with disabilities, see website.
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Employers have found that people with disabilities and people without disabilities are about the same in terms of attendance and job performance. Perhaps the longest recurring study of employment issues concerning people with disabilities was done by DuPont, a private corporation. For over 35 years, this DuPont study has shown that employees with disabilities are equivalent to other DuPont employees in job performance, attendance and safety.
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Yes.
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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.
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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.
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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.
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Reasonable accommodations that can be requested include, but are not limited to, the following:
- making existing facilities accessible;
- 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.
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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.
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