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An accommodation is any change in the work environment or in the way things are customarily done that enables an individual with a disability to enjoy equal employment opportunities.
Accommodations include modifications or adjustments to:
The Department of the Navy and U.S. Pacific Fleet support applicants and employees with disabilities as valued members of the workforce.
Additionally, Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities who are employees or applicants for employment, unless doing so would cause an undue hardship.
This is an overview of our reasonable accommodation process. The sections that follow have additional information.
You, or your representative, make a reasonable accommodation request.
Your request is documented, and an interactive process begins between you, your supervisor, a reasonable accommodation point of contact and Human Resources, as appropriate. We may request supporting medical documentation.
Your supervisor works with the reasonable accommodation point of contact and other appropriate parties to review your request.
Your supervisor decides whether to approve or deny your request and notifies you in writing.
If we approve your request:
Your supervisor will tell you what accommodation will be provided and when it will be available.
The accommodation may be different from your original request.
If we deny your request:
Your supervisor will tell you why your request was denied, and how to exercise your right to request reconsideration, use alternative dispute resolution or file an equal employment opportunity complaint or grievance.
You can request reasonable accommodation from:
You can designate a representative to request reasonable accommodation for you from someone in the previous lists.
A reasonable accommodation point of contact can also provide additional reasonable accommodation information, or the Navy’s reasonable accommodation form in an alternative format.
The Navy official that receives your request will acknowledge and document it, and contact the reasonable accommodation point of contact at the Equal Employment Opportunity office serving the organization.
The reasonable accommodation point of contact will contact you to coordinate a discussion between you, your supervisor, the reasonable accommodation point of contact and other appropriate parties. This interactive process will help to determine your accommodation needs and our obligation and ability to meet those needs. During this process, you may be asked about the nature of your disability or condition, any limitations and possible accommodation options.
The interactive process continues as needed throughout the processing of your request, and helps determine whether additional medical documentation is necessary, establishes information about the essential functions of the position and how they can be performed, and determines the appropriate accommodation if you’re a qualified individual with a disability.
If you’re submitting a request for a current employee, we’ll ask you or your representative to complete a reasonable accommodation form as part of this process. We don’t generally ask applicants to do so.
Yes. You may be required to provide medical documentation to explain the nature of your disability, if it’s not obvious (e.g., cognitive disability or back problems); the need for reasonable accommodation; and how the requested accommodation will assist you in applying for a job, performing the job or enjoying the benefits and privileges of the workplace.
You should provide any requested documentation promptly. We don’t count the time it takes to receive medical documentation as part of your request’s 45 calendar day processing time.
Navy officials will only ask for relevant medical documentation and are obligated to keep it confidential and securely stored, and to only share it with those with an official need to know.
If the medical information provided isn’t sufficient, we have the right to request relevant supplemental medical information, and to have the medical information reviewed by a medical expert of our choice, at our expense.
The Department of the Navy requires that requests for reasonable accommodation be decided within 45 calendar days of the initial request unless there are extenuating circumstances.
We will provide expedited processing of requests that are needed sooner, when reasonably possible. If an accommodation can be provided sooner than 45 calendar days, then failure to do so could be considered a violation of the Rehabilitation Act.
If there is a delay in processing your request, we must notify you in writing of the reason for the delay.
If you’re a current employee and can’t perform the essential functions of your position, we must explore a reassignment.
Human Resources staff and management will conduct an internal job search for vacant funded positions you are minimally qualified for, and can perform with or without reasonable accommodation. If you are being considered for reassignment, you should provide a resume and other requested information in a timely manner.
If we find a matching position, an interactive process may occur with the prospective supervisor.
If we offer a reassignment, we will do so in writing. If you decline the offer, your request for reasonable accommodation will be denied.
If you’re an applicant, you aren’t eligible for reassignment.
Your supervisor or hiring manager will notify you in writing if your reasonable accommodation request is approved. The approval will tell you what accommodation will be provided and when it will be available.
We may provide various reasonable accommodation options, as long as the option we choose is effective and meets your medical limitations. We aren’t required by law to provide the specific accommodation you or your medical provider have requested.
If necessary, an interim accommodation may be provided until the final accommodation is available.
Your supervisor or hiring manager will notify you in writing. The denial will tell you why your request was denied, and explain how to exercise your right to request reconsideration or alternative dispute resolution, or to file an Equal Employment Opportunity complaint or grievance.
If you choose to file an Equal Employment Opportunity complaint, you must request contact with an Equal Employment Opportunity counselor within 45 calendar days of receiving the denial notice, even if you request alternative dispute resolution.
In general, an accommodation is any change in the work environment or in the way things are customarily done that enables an individual with a disability to enjoy equal employment opportunities. Some examples of reasonable accommodations include:
Not everyone with a medical condition is protected by the law with respect to employment. In order to be protected, a person must be qualified for the job and have a disability as defined by the law. People can show that they have a disability if they:
To learn more or request a reasonable accommodation, contact us at: