Under Title I of the Americans with Disabilities Act (ADA), a reasonable accommodation is a modification or adjustment to a job, the work environment, or the way things are usually done during the hiring process. These
modifications enable an individual with a disability to have an equal opportunity not only to get a job, but successfully perform their job tasks to the same extent as people without disabilities. The ADA requires reasonable accommodations as they relate to three aspects of employment: 1) ensuring equal opportunity in the application process; 2) enabling a qualified individual with a disability to perform the essential functions of a job; and 3) making it possible for an employee with a
disability to enjoy equal benefits and privileges of employment. Accommodations are sometimes referred to as “productivity enhancers”. Reasonable accommodations should not be viewed as “special treatment” and they often benefit all employees. For example, facility enhancements such as ramps, accessible restrooms, and ergonomic workstations benefit more than just employees with disabilities. Examples of reasonable accommodations include making existing facilities accessible; job
restructuring; part-time or modified work schedules; acquiring or modifying equipment; changing tests, training materials, or policies; and providing qualified readers or interpreters. Here are some more examples. Many job accommodations cost very little and often involve minor changes to a work environment, schedule or work-related technologies: Other resources on reasonable accommodations
Requesting a Reasonable AccommodationIf you are an employeeTell your supervisor or your Disability Program Coordinator (DPC) what you need and that it’s because you have a disability. You can do this in person, on the phone, by email, in writing, or on DLA Form 1887. If you don’t use DLA Form 1887, the DPC will ask you to fill it out later. Contact Info for Disability Program Coordinators (DLA Employees Only) If you are an applicant who needs an accommodation for your interviewTell the HR Specialist in charge of the job that you applied for that you have a disability and what accommodation you need. The HR specialist’s phone number and email address is listed in the Job Announcement. Back To Top What is a Reasonable AccommodationA Reasonable Accommodation (RA) is anything that DLA can do to allow you to do your job when you have a long-term disability. Your disability would have to limit you when:
You have to be a qualified person, which means that:
Some examples of Reasonable Accommodations:
Essential FunctionsA part of your job may be essential if:
DLA will decide which parts of your job are essential, mainly with your position description. Medical DocumentsAfter you make your request, your supervisor may request medical documents through your DPC to confirm you have a qualified disability. Interactive ProcessThe interactive process starts as soon as you request accommodation. You, your supervisor, and the DPC will work together to find the best accommodation. It’s supposed to be interactive and ongoing. Undue HardshipYour request for accommodation will be denied if providing the accommodation would cause DLA significant difficulty or expense, based on DLA’s resources and the operation of your specific department. Interim AccommodationsWhen you request an accommodation, your supervisor will try to give you an interim accommodation as soon as possible. This is a temporary accommodation until your supervisor makes a decision. It may be terminated or modified at any time. If the DPC doesn’t get your medical documents in time, the interim accommodation will be stopped. Re-evaluation of an AccommodationDLA may elect to re-evaluate whether your accommodation is still:
This is supposed to happen after a change in:
The DPC will facilitate the re-evaluation. Back To Top Frequently Asked Questions
Do all requests go through the full Reasonable Accommodation process?No. If your request is not based on a disability or is temporary in nature, such as for a broken bone, it will just be approved by your supervisor. When can I request a Reasonable Accommodation?You can request that DLA accommodate your disability at any time. How long will it take to receive my Reasonable Accommodation?Your supervisor is supposed to make a decision within 45 days, but may take longer if the DPC had to wait for your medical documents. If you take too long to give the medical documents, they may close your case and reopen it when they get your documents. I am a supervisor. What do I have to do when my employee requests an accommodation?
When does DLA need medical documents?When your disability isn’t obvious or known to your supervisor, DLA needs medical documents. If your supervisor believes medical information is necessary, the DPC will ask you to provide reasonable documents about your disability and your functional limitations. What if my disability or limitations are obvious?
Who is allowed to see my medical information?The DPC will request, evaluate, and store your medical documents. The DPC will only provide medical information that your supervisor needs to process your request, and will only give that information to people who have a need to know. What details do my medical documents need to include?Your medical documents need to describe:
In order be approved, your medical documents must show that you have a disability according to the Americans with Disabilities Act, as amended and explain how you need to be accommodated. If your medical documents do not include all of these elements, the DPC will tell you. You can always submit more medical documents. What if my supervisor requests medical documents?Give your medical documents to the DPC. How can I help my doctor understand what medical documents are needed?If you have problems getting the right documents from your doctor, you can give your doctor’s contact info to your DPC and fill out a medical release form. The DPC will then send a letter to your doctor asking for the correct medical documents. What will the DPC do with my medical documents?The DPC will check that you have a disability, and will tell your supervisor about your functional limitations. The DPC will store your documents in an RA file, which is always separate from your personnel file. What is an example of an interim accommodation?Your supervisor may give a temporary adjustment that is not considered a reasonable accommodation. I am a supervisor. How should I document interim accommodations?You must clearly document the terms of interim accommodations on a Memorandum for Record. Forward a copy of the memorandum to the DPC, so they can add it to the RA file. What happens after my request is approved?Your supervisor will give you DLA Form 1887-2. They will also make sure that you are accommodated. What happens before my request is denied?Before your supervisor denies your request, they will have the DPC and the Office of General Counsel review their decision. What will happen if my request is denied?If your request for an accommodation is denied, your supervisor will:
What modifications or adjustments aren’t considered reasonable accommodations?
If my request is denied, can I request that my supervisor reconsider their decision?Yes. You can ask the DPC to arrange mediation. If my supervisor approves a different accommodation, is that a denial?No. DLA is allowed to give any accommodation that is effective. If my supervisor approves an accommodation that I don’t think is effective, what can I do?Try the approved accommodation for 30 days and if you still think it’s not working, talk to your supervisor and the DPC. What if I don’t know what accommodations I need?Call your DPC and tell them about any work-related problems that your disability is causing. Back To Top Which of the following would be a proper example of a reasonable accommodation?Examples of reasonable accommodations include: making the workplace accessible to and usable by an employee with a disability, restructuring a job, modifying work schedules, providing qualified readers for individuals who are blind, providing sign language interpreters to people who are deaf, providing periods of leave ...
What are the most commonly requested accommodations in the workplace?The most frequently requested accommodations are workspace-related (66% of employees and 76% of supervisors) and non-physical accommodations (50% and 74%, respectively).
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What are examples of the type of reasonable accommodations that a supervisor may provide EEO?
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