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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.
OPM’s Human Resources Solutions organization can help your agency answer this critically important question.
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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:
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.
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 People with Disabilities in the Federal Government: An Employment Guide located on this website.
Reasonable accommodations that can be requested include, but are not limited to, the following:
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.
Once again, consult your human resources office to ensure that you use the best hiring strategy for your specific vacancy.
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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