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Frequently Asked Questions Employment

  • An employee with a disability who fails to meet performance standards or whose conduct on the job is inappropriate should receive the same treatment as an employee without a disability. In most cases, documentation of poor performance or misconduct should be collected, and the employee should be advised that there are issues of concern. As with any employee, the disabled employee’s failure to address performance or conduct issues may result in letters of counseling, suspension, and even termination. The disabled employee has the same rights as the non-disabled employee to appeal these personnel actions. For additional information, contact your human resources office; OPM also has posted information on employee relations issues on their Employee Relations website.
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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:

    • overall size of the agency's program with respect to the number of employees, number and type of facilities and size of budget;
    • type of operation, including the composition and structure of the agency's workforce; and
    • nature and cost of the accommodation.
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  • Pursuant to 5 CFR § 302.101(c)(8)), each agency is required to follow the principle of veterans' preference as far as administratively feasible and, on the request of a qualified and available preference eligible, to furnish him or her with the reasons for his or her non-selection.
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  • Federal agencies are responsible for posting job vacancy announcements on the USAJOBS Website. Vacancy announcements for agency positions are posted for a specific period of time and indicate a closing date. Application procedures and application time periods differ based on agency practices; it is important to review application information included in the announcement for each position in which you are interested
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  • Students are appointed under Schedule B, 5 CFR § 213.3202. This is the type of appointment authority regardless of the type of academic program.
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  • No, individuals with disabilities are eligible to be noncompetitively converted in any Federal agency. Agency selective placement coordinators are urged to try and place disabled people with other agencies, if placement in their own agency is not possible. Checking the job listings on the OPM USAJOBS (www.usajobs.gov) is one way to locate appropriate positions for these individuals.
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  • Generally the agency (employer) must bear the costs of accommodations. Some agencies are organized to provide central funding of the costs of accommodations. Central funding assures that funding is available for accommodations. Check with your personnel office, disability coordinator, or EEO office or your agency’s reasonable accommodation policy to see how funding for accommodations is handled in your agency.

    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.

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  • Yes, if the work performed is related to the student's academic studies and career goals. There should be clear documentation showing the relatedness between the work (actual duties/tasks/assignments) performed while on the Student Temporary Employment Program appointment and the Student Career Experience Program appointment. See 5 CFR § 213.3202(a)(15).
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  • An agency uses the competitive service qualification standard for the grade level and occupation to which the student is being converted. See 5 CFR 213.3202(b)(11)(D).
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  • There are no OPM requirements for public notice. Agencies may establish procedures of their own.
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