EEOC Office of Federal Operations

As an employer, you can choose whether you want to designate a specific person to handle disability-related reasonable accommodation requests. If you do, train other supervisory employees to refer the request to that person when they receive an accommodation request.
When you receive an accommodation request, if necessary, clarify what the employee needs to address a disability-related limitation, and what accommodation would best suit them.

The best way to respond to an accommodation request, especially if it’s unclear what accommodation is needed and why, is to ask what is the specific work-related problem confronting the individual due to having a disability. The employee may be able to provide suggestions and information to help you decide what type of reasonable accommodation is best. If both of you are unsure of what accommodation is available, consult resources, such as Job Accommodation Network, free of charge, for ideas.

For more information, visit https://www.eeoc.gov/eeoc-disability-related-resources/eeoc-disability-related-publications or https://askjan.org

Virtual training for new supervisors, managers and HR professionals on 8/15/23: EEO Accommodations - disability, religion & pregnancy. Find out more and register: https://bit.ly/2023EEOWorkshops

After taking a test, if you think you are being screened out of a job because you have a disability, the EEOC recommends several things:
1. Ask the employer what skills it is testing for so you can discuss alternative ways to evaluate those skills that won’t focus on the disability.
2. If you are qualified for the job but don’t pass the test or hear back from the employer, reach out to the employer’s HR department, and explain that your disability may have made you score lower on the test.
3. Provide information about your disability.
4. Ask to be evaluated in a way that shows your ability to do the job rather than focusing on your disability.
5. If the employer says no to these requests, you can refer your employer to the EEOC’s resources or reach out to the EEOC for help.
For more information, visit https://www.eeoc.gov/tips-workers-americans-disabilities-act-and-use-software-algorithms-and-artificial-intelligence or https://askjan.org

A reasonable accommodation is any change or adjustment to a job or work environment that allows an employee with a disability to perform the essential functions of the job, or to enjoy benefits and privileges of employment equal to those enjoyed by employees without disabilities. For a job applicant, an accommodation can enable the applicant to participate in the application process.
A reasonable accommodation can include, but isn’t limited to:
- Providing or modifying equipment or devices
- Job restructuring
- Part-time or modified work schedules
- Adjusting or modifying examinations, training materials, or policies
- Providing readers and interpreters
For more information, visit https://www.eeoc.gov/laws/guidance/enforcement-guidance-reasonable-accommodation-and-undue-hardship-under-ada or https://askjan.org

Tuesday, May 24, 2022, 1:00 - 2:30 p.m. Eastern Time, and will be hosting a free webinar on "Accessible Data Visualization: Addressing Barriers and Implementing Section 508 Solutions".
Register today at: https://adata.org/event/accessible-data-visualization-addressing-barriers-and-implementing-section-508-solutions.

Accessible Data Visualization: Addressing Barriers and Implementing Section 508 Solutions | ADA National Network In the Digital Age, data visualizations have become more commonly developed to represent large data sets through graphics, charts, and other visuals. Federal agencies have used them to show patterns, trends, and outliers of data to inform members of the public, policy makers, and first-responders. T...

It's not too late to register and receive login information for today's AANHPI Heritage Month Event, brought to you by the EEO Education Consortium. "Advancing Leader's Through Collaboration" begins at 2:00 pm Eastern Time. https://bit.ly/EDCON-AANHPI

Is your agency striving to be a model EEO organization? Is your agency interested in learning about leading and promising practices or have some to share? If so, join our community of practice and network with other members of different agencies across the federal government. For more information about the EEOC EEO Education Consortium (EdCon), follow us on twitter@edconeeoc.

This morning, at 10:00 a.m. Eastern Time, Chair Charlotte Burrows will sign workplace rights partnerships with El Salvador, Guatemala, and Honduras. Watch live at https://youtube.com/watch?v=y3U.

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