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Accommodations
The Rehabilitation Act of 1973, as amended, requires managers and
supervisors provide reasonable accommodations to qualified Federal
employees and job applicants. This is a fundamental statutory requirement
because of the nature of discrimination faced by individuals with
disabilities.
Although many individuals with disabilities can apply
for and perform jobs without any reasonable accommodations, there
are workplace barriers that keep others from performing jobs they
could do with some form of accommodation. These barriers may be physical
obstacles (such as inaccessible facilities or equipment), or they
may be procedures or rules (such as rules concerning when work is
performed, when breaks are taken, or how essential or marginal functions
are performed). Reasonable accommodation removes workplace barriers
for individuals with disabilities.
Accommodations
are provided on a case-by-case basis, taking into consideration
the individual's need, the specific disability and
existing limitations, the essential functions of the job, and
the work environment. Many accommodations can be provided at little
or
no cost, such as job restructuring; while some may require funds
and time to put in place, such as acquiring or modifying equipment.
In all cases, the employee must be involved with the selection
of the accommodation, and management must work with the individual
to
provide an accommodation that will be effective.
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