At a glance
OEEOWE provides reasonable accommodation services to employees with disabilities at CDC, ensuring an inclusive and safe environment. If you have a disability and think that you need an accommodation to participate in the application process or to do essential job functions, you should inform the employer.
Overview
The Reasonable Accommodation Services staff is committed to establishing systems and creating an environment that accommodates, embraces, and assures the inclusion and safety of persons with disabilities employed at CDC.
In accordance with Rehabilitation Act of 1973 as amended and other pertinent federal guidelines and regulations, the staff processes requests for reasonable accommodations in a prompt, fair and efficient manner.
In addition, the staff identifies systemic issues faced by persons with disabilities, advises management on effective solutions to these problems, and provides training on policy, process, and procedures.
Definitions
The ADA Amendments Act of 2008 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.
- Is regarded as having such an impairment.
Reasonable accommodation, as defined in the Policy for Processing Requests for Reasonable Accommodation, is any change in the work environment that would enable an individual with a disability to enjoy equal employment opportunities.
Reasonable accommodation may include, but is not limited to:
- Making existing facilities used by employees readily accessible to and usable by persons with disabilities.
- Restructuring jobs, modifying work schedules, and reassigning to a vacant position.
- Acquiring or modifying equipment or devices.
- Adjusting or modifying examinations, training materials, or policies.
- Providing qualified readers or interpreters.
All services, programs, and non-work facilities provided by the employer must provide reasonable accommodation. If making an existing facility accessible would be an undue hardship, the employer must provide a comparable facility that will enable a person with a disability to enjoy benefits and privileges of employment similar to those enjoyed by other employees, unless to do so would be an undue hardship.
The individual must explain the connection between the accommodation requested and their limitations/restrictions in performing an essential function of their position related to a physical or mental disability.
Eligibility
Any applicant or employee with a disability who satisfies the requisite skills, experience, education, and other job-related requirements of the position, and who can perform the essential functions of the position, is eligible for reasonable accommodation.
Any request for reasonable accommodation will be assessed for eligibility on a case-by-case basis.
The ADA requires that the employer provide the accommodation unless to do so would impose an undue hardship on the operation of the employer's business.
To request a reasonable accommodation, email RAinquiry@cdc.gov or call the Reasonable Accommodation hotline at (770) 488-1525.
Additional Information
If you think you will need a reasonable accommodation in order to participate in the application process or to perform essential job functions, you should inform the employer. Employers are required to provide reasonable accommodation only for the physical or mental limitations of a qualified individual with a disability of which they are aware. Generally, it is the responsibility of the employee to inform the employer that an accommodation is needed.