A reasonable accommodation for employees and recruitment is any change in the work environment or in the way a job is performed that enables a person with a disability to enjoy equal employment opportunities.
Although many individuals with disabilities can apply for and perform jobs without any reasonable accommodation, workplace barriers may keep others from performing jobs which they could do with some form of accommodation.
Reasonable accommodation can be modifications or adjustments to:
- Perform essential job duties;
- Adhere to uniformly applied conduct rules; and
- Enjoy equal benefits/privileges of employment.
- Reasonable accommodation can be modifications or adjustments for an applicant with disability to have equal access to application process.
Procedures for Reasonable Accommodation Requests
FEMA’s procedures for providing reasonable accommodation for employees and applicants with disabilities covers the process for how to make a request for a reasonable accommodation, medical documentation, confidentiality, timelines, granting or denial of a request, etc.
An employee, job applicant, or an individual acting on behalf of the employee, may request a reasonable accommodation through the Accessibility Compliance Management System (ACMS).
They may also request the RA, either orally or in writing. The requestor can sumit the request from their supervisor or another supervisor in their immediate chain of command by filling out FEMA’s Request for Reasonable Accommodation Form (256-0-1) and sending the form and in writing request to: FEMA-Reasonable-Accommodation@fema.dhs.gov.
The Job Accommodation Network (JAN) is the leading source of free, expert, and confidential guidance on workplace accommodations and disability employment issues to managers and employees.
The Computer/Electronic Accommodations Program (CAP), a program of the Department of Defense, provides assistive technology and services to people with disabilities. CAP provides necessary accommodations FREE OF CHARGE to federal agencies.