Reasonable Accommodation Procedure
Creating an Accessible, Positive, and Welcoming Environment for the CDC Workforce
CDC adheres to all applicable federal laws, regulations, and guidelines with respect to providing reasonable accommodation (RA) to provide equal employment opportunities to qualified individuals with disabilities. CDC uses a flexible, interactive process that involves both qualified individuals with a disability and CDC officials to identify the appropriate reasonable accommodation. Where possible and appropriate, CDC will provide reasonable accommodations in a timely and cost-effective manner.
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
- An employee with a disability needs an accommodation to enable them to perform the essential functions of the job or to gain access to the workplace
- An employee with a disability needs an accommodation to enjoy equal benefits and privileges of employment
Where appropriate, CDC processes requests for reasonable accommodation and provides reasonable accommodations in a prompt, fair, and efficient manner. The Equal Employment Opportunity Commission (EEOC) also provides guidance for enforcement of these accommodations. CDC may take steps, as appropriate, beyond those required by the reasonable accommodation process.
What is Reasonable Accommodation?
RA might involve coordination from another office for implementation, such as the Office of Safety, Security, and Asset Management or the external Computer/Electronic Accommodation Program (CAP) Reassignment to another position might be appropriate where there is no reasonable accommodation that would permit the employee to perform the essential functions of their current job.
RA can be anything from a change in a person’s work schedule to a request for removal of architectural barriers, including reconfigured workspaces. Examples of accommodations include:
- Special equipment, readers, interpreters, or other assistive devices
- Altering the work environment to increase accessibility
- Job restructuring
- Part-time or modified work schedules
RA might involve coordination from another office for implementation, such as the Building and Facilities Office or the external Computer/Electronic Accommodation Program (CAP) Reassignment to another position might be appropriate in instances where there is no reasonable accommodation that would permit the employee to perform the essential functions of their current job.
Who is Eligible for Reasonable Accommodation?
Any CDC employee with a disability 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, is eligible for RA.
The Americans with Disabilities Act (ADA) Amendments Act of 2008 defines individuals 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
- Is regarded as having such an impairment
A qualified employee or applicant with a disability is an individual who, with or without RA, can perform the essential functions of the job in question.
Our team of RA specialists is available, as needed, to help employees and management officers process requests.
The Job Accommodation Network (JAN) also provides information about job accommodations, the ADA, and employing people with disabilities.