Reasonable Accommodation as defined in the Policy for Processing Requests for Reasonable Accommodation, CDC-GA-2001-06, is any change in the work environment that would enable an individual with a disability to enjoy equal employment opportunities.
Reasonable Accommodation can be anything from a change in a person’s work schedule to a request for removal of architectural barriers, including reconfigured work spaces. Reasonable Accommodation may involved coordination from an another office for implementation such as the Building and Facilities Office, or an external source such as CAP “Computer/Electronic Accommodation Program.”
Any employee of the CDC with a qualified disability and who satisfies the requisite skill, experience, education, and other job related requirements of the position; and who can perform the essential functions of the position with or without reasonable accommodation.
The Americans with Disabilities Act of 1990 defines an individual with a disability as a person who:
- Has a physical or mental impairment that substantially limits one or more major life activities;
- Has a record of such an impairment; or
- Is regarded as having such an impairment.
A qualified employee or applicant with a disability is an individual who, with or without reasonable accommodation, can perform the essential functions of the job in question. Reasonable accommodation may include, but is not limited to:
- Making existing facilities used by employees readily accessible to and usable by persons with disabilities.
- Job restructuring, modifying work schedules, reassignment to a vacant position;
- Acquiring or modifying equipment or devices, adjusting or modifying examinations, training materials, or policies, and providing qualified readers or interpreters.
The RA Coordinator is available, as needed, to provide assistance to employees and management officials in processing requests.