Human Resources and Security Specialists should use this tool to determine the correct investigation level for any covered position within the U.S. Federal Government.
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An agency is not required to make an accommodation if it can demonstrate that providing the accommodation would impose an undue hardship on its everyday operations. An undue hardship is an action that requires "significant difficulty or expense" in relation to:
Also, the Computer/Electronic Accommodations Program (CAP) at the Department of Defense may pay the cost of any technology-related accommodations for covered agencies. Contact the CAP for more information.
If a client of the State vocational rehabilitation program is being hired, the State agency may pay for those accommodations that the individual would be able to use at any job site (e.g., a Braille notetaking device, an assistive listening device for use with the telephone). The State agency generally does not pay for accommodations to a work station or worksite that must then remain at that location after the individual leaves.
If a client of the Vocational Rehabilitation and Employment Service of the Department of Veterans Affairs (VA) is being hired, the VA may pay the cost of accommodations.
You should discuss this matter with your supervisor and attempt to resolve the situation (including any misunderstanding) informally. In addition, be ready, willing, and able to volunteer for assignments as opportunities arise. By taking the initiative to volunteer, you speak volumes about your attitude and approach to the work in the office.
An individual with a disability:
If you are required to travel as an essential function of your job, you are entitled to reasonable accommodation to travel if you need such accommodation. You should start by discussing your need for reasonable accommodations frankly with your supervisor. Accommodations may be made in a wide variety of ways. If you are unable to travel standard coach because of space requirements or mobility limitations, General Services Administration travel regulations provide authority to allow airline travel by first-class. 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 will accompany the individual on a trip or be available once the individual reaches the destination. If travel is not an essential function of the job but only an occasional requirement, you might ask your supervisor if some of the work in your office might be redistributed, allowing you to take on other assignments rather than travel. If you need additional information on how you might be accommodated during travel, you might want to talk to your human resources specialist.
For more helpful information for travelers with disabilities, see the Disability.gov website.
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:
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