Common types of accommodations include: EEOC will process requests for reasonable accommodation and will provide reasonable accommodations where appropriate, in a prompt and efficient manner in accordance with the time frames set forth in these Procedures. While there are some things that are not considered reasonable accommodations (, removal of an essential job function or personal use items such as a hearing aid that is needed on and off the job), reasonable accommodations can cover most things that enable an individual to apply for a job, perform a job, or have equal access to the workplace and employee benefits such as kitchens, parking lots, and office events.An employee needing a reasonable accommodation on a recurring basis, such as the assistance of a sign language interpreter, must submit the Confirmation form only for the first request.However, the employee requesting accommodation must give appropriate advance notice each subsequent time the accommodation is needed.If a request is given to a manager or supervisor rather than directly to the DPM, that individual should forward the request immediately and must do so within 2 business days. Sometimes EEOC may be able to address an employees impairment-related needs outside the reasonable accommodation process.
Therefore, all management personnel must be familiar with these Procedures and the Commissions Enforcement Guidance on Reasonable Accommodation and Undue Hardship Under the Americans with Disabilities Act (rev. 17, 2002), which contains significant information on the responsibilities of agency personnel involved in responding to a request for reasonable accommodation, as well as the rights and responsibilities of those requesting accommodation.
EEOC provides reasonable accommodations: A reasonable accommodation is any change in the workplace or the way things are customarily done that provides an equal employment opportunity to an individual with a disability.
The EEOC is committed to providing reasonable accommodations to its employees and applicants for employment to ensure that individuals with disabilities enjoy equal access to all employment opportunities.
The Director of Human Resources will designate another OHR staff member to act as a back-up for the DPM to process requests when the DPM is unavailable for any length of time (, the DPM is on vacation or out on extended leave).
While the DPM has responsibility for processing requests for reasonable accommodation, the DPM may work closely with an employees supervisor or office director in responding to the request, particularly those involving performance of the job.