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Frequently Asked Questions Employment

Disability Employment

  • 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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  •  

    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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  • 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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  • 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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  • No, the new regulation does not provide for priority in Federal hiring. The regulation applies to excepted service appointments.
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  • There is no limit on the number of times an individual may be appointed as long as he/she meets the regulatory requirements for appointment.
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  • 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.

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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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  •  

    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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  • 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.

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