Reasonable Accommodation Services Policy

In accordance with the Rehabilitation Act of 1973 (as amended), it is the policy of CDC to provide reasonable accommodations for qualified individuals with disabilities.

CDC adheres to applicable federal laws, regulations, and guidelines with respect to providing reasonable accommodations to afford equal employment opportunity to qualified individuals with disabilities. A flexible, interactive process that involves both qualified individuals with a disability and CDC officials will be used to identify the appropriate reasonable accommodation. Where possible and appropriate, reasonable accommodations shall be provided in a timely and cost-effective manner. Accommodations may include such things as: special equipment; readers; or interpreters; altering the work environment; job restructuring; and part-time or modified work schedules, accessibility, assistive devices, etc. Reassignment to another position may be appropriate in instances where there is no reasonable accommodation that would permit the employee to perform the essential functions of his or her current job.

CDC provides reasonable accommodations:

  • when an applicant with a disability needs an accommodation for any part of the application or hiring process in order to be considered for a job;
  • when an employee with a disability needs an accommodation to enable him or her to perform the essential functions of the job or to gain access to the workplace; and
  • when an employee with a disability needs an accommodation to enjoy equal benefits and privileges of employment.

CDC processes requests for reasonable accommodation and, where appropriate, provide reasonable accommodations in a prompt, fair, and efficient manner. As a model employer, CDC may take steps, as appropriate, beyond those required by the reasonable accommodation process.

Page last reviewed: October 18, 2010