DIA GUIDE 1020.1-1 

REASONABLE ACCOMMODATION PROGRAM

Office of Primary Responsibility: Equal Opportunity and Diversity Office 

Effective Date: September 7, 2022 

Releasability: Cleared for NIPRNET, SIPRNET, and JWICS. 

Incorporates and Rescinds: DIA Instruction 1020.002, “Reasonable 

Accommodations of Qualified Individuals with 

Disabilities,” May 19, 2015 

Approved by: Sharon Y. Harrington 

Chief, Equal Opportunity and Diversity Office 

Enclosures: Definitions; References 

Appendices: Written Request for Reasonable Accommodation; 

Written Request for Medical Documentation

Purpose: Establishes procedures and defines responsibilities for the Agency’s Reasonable 

Accommodation Program in accordance with (IAW) higher guidance. 

Applicability: 

Applies to DIA civilian employees, to include DIA civilians at combatant commands, applicants 

for employment, and all qualified individuals with a disability (to include the pre-deployment, 

deployment, and temporary duty process) that support DIA roles and missions (hereafter referred 

to as “individual”). 

Applies to contract employees whereby government contract firms work through corresponding 

Contracting Officer Representatives (CORs) to ensure employees requiring reasonable 

accommodations can perform contracted statements of work (see Section 2.14). 
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Does not apply to military service members. Military Service Members should follow the 

guidance outlined by their respective Military Service policies and direct any questions to DIA’s 

Military Equal Opportunity Officer. 
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TABLE OF CONTENTS 

1. OVERVIEW .................................................................................................................................................... 4

2. ROLES ............................................................................................................................................................. 5

3. INITIATING A REQUEST ........................................................................................................................... 10

4. PROCESSING A REASONABLE ACCOMMODATION REQUEST ........................................................ 11

5. APPROVAL AND DISAPPROVAL OF REQUESTS .................................................................................. 13

6. INTERIM REASONABLE ACCOMMODATIONS .................................................................................... 15

7. EXPEDITING REQUESTS AND EXTENUATING CIRCUMSTANCES .................................................. 15

8. REASONABLE ACCOMMODATION REASSIGNMENTS ...................................................................... 16

9. REQUESTS FOR MEDICAL INFORMATION .......................................................................................... 16

10. TRACKING AND RECORD KEEPING ...................................................................................................... 18

11. REPORTS AND ASSESSMENTS ................................................................................................................ 19

12. ADMINISTRATION ..................................................................................................................................... 19

ENCLOSURE 1: DEFINITIONS ........................................................................................................................ 21

ENCLOSURE 2: REFERENCES ....................................................................................................................... 25

APPENDIX A: WRITTEN REQUEST FOR REASONABLE ACCOMMODATION ..................................... 26

APPENDIX B: WRITTEN REQUEST FOR MEDICAL DOCUMENTATION ............................................... 27
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1. Overview 

A reasonable accommodation is a change or adjustment to a job, work environment, or in the way 

things are customarily done to permit a qualified individual with a disability to participate in the 

application process, perform essential functions of a job, and enjoy the benefits and privileges of 

the workplace afforded to all. 

There are three categories of reasonable accommodations: 

(1) Modifications or adjustments to a job application process to permit an individual with a 

disability to be considered for a job (such as providing application forms in alternative 

formats like large print or Braille); 

(2) Modifications or adjustments necessary to enable a qualified individual with a disability to 

perform the essential functions of the job (such as providing sign language interpreters or 

reassignment); and 

(3) Modifications or adjustments that enable individuals with disabilities to enjoy the benefits 

and privileges of the workplace afforded to all individuals (such as removing physical 

barriers in an office or a cafeteria). 

Section 501 of the Rehabilitation Act of 1973 requires federal agencies to provide reasonable 

accommodation for qualified individuals or applicants with disabilities. DIA is committed to 

providing reasonable accommodations to individuals with disabilities to ensure they enjoy equal 

access to all employment opportunities. This guidance and all forms applicable to the reasonable 

accommodation process are available in written and alternative formats accessible to individuals 

with disabilities (see Section 12.1. to request additional formats for DIA’s accommodation 

procedures). 

DIA manages and administers a formal reasonable accommodation program that responds to the 

needs of individuals with disabilities. Individuals submitting a reasonable accommodation 

request are not required to include special words, such as “reasonable accommodation,” 

“disability,” or “Rehabilitation Act” in their request, but are required to submit their request to the 

Equal Opportunity and Diversity Office (EO) to be formally addressed by DIA. Requests are 

communications in which an individual asks or states a need for DIA to provide or modify 

working conditions because of an approved disability IAW the Americans with Disabilities Act 

(ADA). An individual does not have to specify a particular accommodation, though it is helpful 

to suggest one. It is sufficient for the individual requesting the accommodation to state that some 

sort of change or assistance is required. 

While there are some things that are not considered reasonable accommodations (e.g., removal of 

an essential job function or provision of personal use items such as a hearing aid that is needed on 

and off the job), reasonable accommodations can enable an individual to apply for a job, perform 

a job, or have equal access to the workplace and individual benefits, including office common 

areas, parking lots, office events, travel, and training. The below table highlights, but is not 

limited to, possible accommodations DIA may be able to offer an individual with a disability: 
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Common Types of Reasonable Accommodations 

Modifying work schedules or supervisory 

methods Equipment or specially designed furniture 

Altering how or when job duties are 

performed 

Providing a reader or other staff assistant to 

enable individuals to perform their job 

functions 

Removing and/or substituting a marginal 

function 

Removing an architectural barrier, including 

reconfiguring workspaces 

Moving to a different office space Providing accessible parking if the agency 

provides on-site parking 

Telework Providing materials in alternative formats (e.g., 

Braille, large print) 

Making changes in workplace policies (e.g., 

granting breaks or providing leave) Providing a reassignment to another job 

Providing assistive technology, including 

information technology and communications Providing Personal Assistance Services (PAS) 

2. Roles

2.1. Chief, EO:

2.1.1. Provides an effective Reasonable Accommodation Program that supports and 

reflects DIA’s commitment to being a model employer of people with 

disabilities. 

2.1.2. Oversees the Agency’s final decision-making process for all requests for 

reconsideration of any denial of reasonable accommodation. 

2.1.3. Ensures adequate funding to secure items necessary to fulfill requests for 

reasonable accommodations. 

2.1.4. Periodically reviews the program and issues written reports regarding the status 

of the Agency’s reasonable accommodation procedures, including 

recommendations for improvement. 

2.1.5. Disseminates all written reports to Agency senior leaders. 

2.2. Senior Deciding Official: 

2.2.1. Collaborates with the DIA Reasonable Accommodation Coordinator (RAC), 

supervisors, and managers when higher level decisions are necessary. 
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2.2.2. Conducts all reasonable accommodation activities with due regard for personal 

privacy rights, to include treating medical records confidentially IAW pertinent 

statutes, regulations, and policies. 

2.3. Disability Program Manager (DPM): 

2.3.1. Advises reasonable accommodation program managers DIA-wide. 

2.3.2. Works with applicants with disabilities who need accommodation to apply or 

interview for a job. 

2.3.3. Educates and trains managers, supervisors, and individuals on DIA’s 

reasonable accommodation policy and procedures. 

2.3.4. Serves as chair to the Reasonable Accommodation Steering Committee 

(RASC). 

2.3.5. Administers a budget that covers all costs associated with providing DIA 

civilian employees with reasonable accommodations. 

2.4. RAC: 

2.4.1. Administers the reasonable accommodation program by: 

2.4.1.1. Reviewing requests from employees and applicants for 

completeness. 

2.4.1.2. Assessing requests to determine whether the individual meets the 

definition of a qualified individual with a disability and requires the 

requested accommodation. 

2.4.1.3. Initiating the Interactive Accommodation Process (IAP) with the 

requesting employee and appropriate officials. 

2.4.1.4. Issuing timely decisions granting or denying accommodation 

requests. 

2.4.1.5. Implementing granted accommodations. 

2.4.2. Provides technical guidance, written information, and documentation to 

managers and supervisors to make effective reasonable accommodation 

decisions in compliance with applicable laws, regulations, and codes, including 

those related to workforce deployment procedures. 

2.4.3. Compiles and maintains files regarding DIA’s reasonable accommodation 

activity for reporting requirements to the Equal Employment Opportunity 

Commission (EEOC) and other reporting authorities. 

2.4.4. Engages all relevant DIA offices to provide a comprehensive IAP and to 

ensure compliance with all relevant guidance. 

2.4.5. Ensures, to the extent possible, that the IAP is completed within 15 business 

days of the initial request, to allow the supervisor or management officials to 

approve or deny a request for reasonable accommodation within 45-calendar 

days from receipt of the request. 
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2.4.6. Obtains and evaluates documentation supporting an accommodation request 

(such as medical documentation) when the disability and/or need for 

accommodation is not obvious; and 

2.4.7. Works with the employee’s supervisor to ensure that any accommodation, if 

appropriate, meets the individual’s disability-related needs, does not entail 

eliminating essential functions of the position, is feasible, and does not pose an 

undue hardship. 

2.4.8. Documents the accommodation decision and distributes to necessary parties. 

2.5. The Office of the Chief Information Officer (CIO): 

2.5.1. Prioritizes Information and Communication Technology (ICT) service requests 

associated with requests for reasonable accommodations. 

2.5.2. Leads DIA efforts to plan, budget, provide resources, and ensure ICT systems 

are accessible to individuals with disabilities. 

2.5.3. Provides expertise in solving ICT problems using software, hardware, and 

other assistive technology. 

2.5.4. Ensures that all ICT is compliant with section 508 standards, IAW Reference 

(a). 

2.5.5. Participates in the deliberations of RASC, as required.

2.5.6. Supports all reasonable accommodation activities with due regard for personal 

privacy rights, to include treating medical records confidentially IAW pertinent 

statutes, regulations, and policies. 

2.6. The Office of General Counsel (OGC) provides advice and guidance to EO staff 

regarding requests for reasonable accommodations. 

2.7. The Office of Corporate Communications (OCC) ensures DIA produced multimedia is 

captioned for individuals with a disability. 

2.8. The Office of Human Resources (OHR): 

2.8.1. Assists EO in ensuring that supervisors and managers have considered all 

effective accommodations. 

2.8.2. Assists coordination with all relevant DIA offices to provide reasonable 

accommodations to employment applicants. 

2.8.3. Ensures applicants with disabilities have knowledge of DIA’s commitment to 

providing reasonable accommodations. 

2.8.4. Compiles and reports data to the Chief, EO, of requests for reasonable 

accommodations from employment applicants. 

2.8.5. Ensures staff members involved in the application process are trained to 

recognize requests for reasonable accommodation and handle them 

appropriately. 
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2.8.6. Designates a staffing specialist to assist in expeditiously processing requests 

for reassignment and other personnel related processes. 

2.8.7. Participates in the deliberations of the RASC, as required. 

2.8.8. Conducts all reasonable accommodation activities with due regard for personal 

privacy rights, to include treating medical records confidentially IAW all 

pertinent statutes, regulations, and policies. 

2.9. The Office of Facilities and Services: 

2.9.1. Makes every reasonable attempt to identify physical or facility accessibility 

barriers and provide access to people with disabilities. 

2.9.2. Assists in providing reasonable accommodations, when requested. 

2.9.3. Participates in the deliberations of the RASC, as required. 

2.9.4. Conducts all reasonable accommodation activities with due regard for personal 

privacy rights, to include treating medical records confidentially IAW all 

pertinent statutes, regulations, and policies. 

2.10. The Office of Logistics and Global Readiness: 

2.10.1. Assists in providing reasonable accommodations, when requested. 

2.10.2. Participates in the deliberations of the RASC, as required. 

2.10.3. Conducts all reasonable accommodation activities with due regard for personal 

privacy rights, to include treating medical records confidentially IAW all 

pertinent statutes, regulations, and policies. 

2.11. The Academy for Defense Intelligence: 

2.11.1. Attempts to reasonably ensure all training and courses are compliant with 

Section 508 of Reference (a) to provide equal access to people with disabilities. 

2.11.2. Assists in providing reasonable accommodations, when requested. 

2.12. The Office of the Surgeon General: 

2.12.1. Reviews medical documentation, when requested, and advises the RAC 

whether the individual has a disability IAW Reference (a). 

2.12.2. Requires the DIA physician to provide a written notice of disqualification for 

deployment to the individual, Readiness Mission Manager (RMM) or DIA 

Senior Representative (DSR), and EO. 

2.12.3. Assists in providing PAS, when requested. 

2.12.4. Participates in the deliberations of the RASC, as required. 

2.12.5. Conducts all reasonable accommodation activities with due regard for personal 

privacy rights, to include treating medical records confidentially IAW all 

pertinent statutes, regulations, and policies. 

2.13. Supervisors and managers: 
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2.13.1. Ensure compliance with DIA’s reasonable accommodation procedures and 

make every attempt to support individuals with a disability IAW higher 

guidance. 

2.13.2. Arrange for the use of Agency resources, including any centralized funds the 

Agency may have for that purpose (to include using the DoD 

Computer/Electronic Accommodation Program (CAP)). 

2.13.3. Forward requests for reasonable accommodation within 2 days of receipt to the 

Reasonable Accommodation Team. 

2.13.4. Consult with the Reasonable Accommodation Team on specific requests to 

ensure an accommodation meets the individual’s disability-related needs and 

enables the individual to perform the essential functions of the position. 

2.13.5. Clarify with the individual whether reasonable accommodation is requested if 

the nature of the initial communication is unclear. 

2.13.6. Communicate with the individual early and periodically throughout the entire 

IAP regarding the requested accommodation(s). 

2.13.7. Participate in the IAP to ensure that an accommodation meets the individual’s 

needs and enables the individual to perform the essential functions of the 

position. 

2.13.8. Monitor the effectiveness of the accommodation granted and adjust, when 

necessary, in coordination with the RAC. 

2.14. CORs: 

2.14.1. Ensure government contract firms provide the necessary RA for their 

employees to perform the terms of the contract statement of work. 

2.14.2. Ensure that delivery and installation of accommodations are coordinated with 

the RAC before shipment. All costs for any RA or PAS granted for contractor 

employees is the responsibility of the parent company. 

2.15. The individual, job applicant, or employee representative: 

2.15.1. Requests, either verbally or in writing, an adjustment or modification to their 

work environment due to a disability, when appropriate. 

2.15.2. Engages in the IAP. 

2.15.3. Provides notice to the RAC or appropriate official each time they need a 

recurring reasonable accommodation, such as a sign language interpreter. 

2.15.4. Provides sufficient medical documentation to support their request for 

accommodation if the disability is not physically apparent. 

2.15.5. Informs the RAC of any changes to an approved accommodation. 

2.15.5.1. Notifies the RAC when relocating to a new workstation. 

2.15.5.2. Notifies the RAC when there is a change in supervision or 

management. 
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2.15.5.3. Notifies the RAC of departure from DIA. 

2.15.6. Maintains a copy of the approved letter of accommodation. 

3. Initiating a Request 

3.1. A request for reasonable accommodation is made when an individual informs DIA, 

specifically their supervisor or the RAC, of a need for an adjustment or change 

concerning some aspect of the application process, the job, or a benefit of employment 

for a reason related to a disability. The individual may request an accommodation in 

writing, or orally, at any time and does not need to have a particular accommodation in 

mind before making a request. The time frame for processing a request begins as soon 

as the individual makes an oral or written request with EO, or other authorized contact 

as outlined in Sections 2.3 and 2.4. 

3.1.1. If a DIA supervisor or manager knows that a disability, such as an intellectual 

disability, prevents a person from asking for a reasonable accommodation and 

it appears that one may be needed, this official should ask whether an 

accommodation is needed. 

3.1.2. If the nature of the initial communication is unclear, supervisors, managers, or 

the RAC should ask an individual whether they are requesting a reasonable 

accommodation from DIA. 

3.2. A family member, health professional, or other representative may request an 

accommodation on behalf of an individual. For example, a doctor’s note outlining 

medical restrictions for an individual may constitute a request for reasonable 

accommodation. 

3.3. A job applicant requiring a reasonable accommodation and applying for employment at 

DIA is directed in the vacancy announcement to contact the Human Resources 

Operations Center to request assistance with any part of the application or hiring 

process. Applicants may also request an accommodation from the hiring manager, or 

their contact(s) in OHR during the application process. 

3.4. An individual who prefers to submit the request to someone other than the Reasonable 

Accommodation Team (i.e., hiring manager, supervisor, or manager), may submit it to 

a supervisor or manager in their chain of command. 

3.5. If an individual makes a reasonable accommodation request to someone other than the 

Reasonable Accommodation Team, then the receiving person is required to submit the 

request to the Reasonable Accommodation Team within two business days of the 

request being made. 

3.6. When an individual (or third party) makes an oral request, the RAC ensures completion 

of the “Written Request for Accommodation” Form (Appendix A) by completing the 

form on behalf of the individual. The requestor does not have to fill out the form for 

the IAP to begin. 

3.7. When an individual has previously received or been denied an accommodation, the 

RAC is expected to process the request as if it was the individual’s first submission. In 

some situations, a new request may indicate that circumstances have changed (e.g., the 
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disability has changed, or an individual has been assigned new duties that require an 

additional or different reasonable accommodation). 

3.8. An individual needing a reasonable accommodation on a regularly recurring basis, such 

as receiving the monthly staff meeting agenda ahead of time, submits the “Written 

Request for Accommodation” form only for the first request. If the accommodation is 

needed on a known scheduled basis (e.g., a weekly staff meeting), the RAC ensures that 

an individual’s supervisor or manager makes the appropriate arrangements without 

requiring a request in advance of each occasion. However, if the need for 

accommodation happens on an unscheduled or infrequent basis (e.g., the need for help 

sending materials to conferences 3 or 4 times a year), the individual requesting an 

accommodation gives appropriate advance notice each time the accommodation is 

needed. 

3.9. To request sign language interpreters or Communication Access Real Time (CART) 

Services, an individual or designated representative should contact the DIA Sign 

Language Interpreting program manager via email on NIPRNET at 

<interpreterrequests@dodiis.mil.

4. Processing a Reasonable Accommodation Request

4.1. The time frame for processing and providing a reasonable accommodation is 45-

calendar days from the date of the request. When a particular accommodation can be 

provided in less than 45-calendar days, DIA is expected to make every attempt to fulfill 

the accommodation. If the disability is apparent, obvious, or already known to the 

RAC, and if an accommodation can be provided quickly, then the RAC typically does 

not require the full 45-calendar days to process the request. 

4.2. Failure to provide the accommodation in a prompt manner may result in a violation of 

Reference (b). Everyone involved in processing a request is required to respond as 

quickly as possible in order to provide a reasonable accommodation within the 

maximum 45-calendar day window. 

4.3. If an individual’s health professional fails to provide needed documentation in a timely 

manner, DIA is not required to adhere to the 45-calendar day timeline. 

4.4. For DIA to ensure compliance with Reference (b), the RAC completes the “Reasonable 

Accommodation Information Reporting” form within five business days of issuing the 

decision (see the Reasonable Accommodation Team for a copy of the form). 

4.5. DIA’s RAC is responsible for processing requests for reasonable accommodation. The 

Chief, EO designates another EO staff member to act as a back-up for the RAC to 

process requests when the RAC is unavailable for any length of time (e.g., the RAC is 

on vacation or on extended leave). 

4.6. While the RAC has responsibility for processing requests for reasonable 

accommodation, the RAC works with an individual’s supervisor and/or element head to 

gather relevant information necessary to process the request and assesses whether a 
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particular accommodation is effective. The supervisor or element head is the deciding 

official. 

4.7. The Interactive Accommodation Process (IAP). 

Step Description 

1 RAC contacts the individual and processes all necessary documentation. 

2 RAC convenes interactive accommodation process with impacted parties. 

3 RAC notifies the requester of the outcome orally and in writing using the 

“Letter of Accommodation.” 

4 RAC establishes the required accommodation (See Section 6 and 7 for 

potential solutions). 

4.7.1. The RAC begins the IAP with the individual within five business days of the 

request being made. During this time the RAC determines what, if any, 

accommodation is available to the individual. The individual requesting the 

accommodation, the individual’s supervisor or manager, and the RAC discuss 

how the disability is prompting a need for an accommodation. Alternative 

accommodations that may meet the individual’s needs are considered. 

4.7.2. When the disability and the need for accommodation is not obvious, the RAC 

may ask the individual for reasonable documentation about his/her disability 

and functional limitations. The RAC is entitled to know that the individual has 

a covered disability for which they need a reasonable accommodation. Such 

information may not be necessary if the disability is obvious (e.g., the 

individual is blind or has paralysis), if the disability is already known to the 

DIA (e.g., a prior request revealed that a disability existed and there has been 

no change in the individual’s medical condition), or if the need for the 

requested accommodation is clear. 

4.7.3. Communication is a priority throughout the entire process, but particularly 

where the specific limitation, problem, or barrier is unclear; where an effective 

accommodation is not obvious; or where the parties are considering different 

forms of reasonable accommodation. Communications occur throughout the 

entire IAP regarding the requested accommodation. Both the individual 

making the request and the RAC should work together to identify effective 

accommodations. Section 12 of this guide lists some suggested resources for 

identifying accommodations. The RAC should keep the individual updated 

throughout this process. In addition, the individual may periodically check 

with the RAC, by phone or email (whichever method is preferred by the RAC), 

for information on the RAC’s progress in processing the request. 
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4.7.4. When a third party (e.g., an individual’s doctor) requests an accommodation on 

behalf of an individual, the RAC confirms with the individual that a reasonable 

accommodation is needed before proceeding. Where this is not possible, the 

RAC coordinates with the supervisor to process the third party’s request and 

consults directly with the individual needing the accommodation as soon as 

practicable. 

4.7.5. The RAC may need to consult with other DIA personnel (e.g., an individual’s 

supervisor, Information Technology staff) or outside sources to obtain 

information necessary for making a final determination on the request. All 

Agency personnel are expected to respond quickly to a RAC’s request for 

information or assistance, a high priority. 

4.7.6. No matter the circumstances described in Section 5.2.2., the IAP is not 

complete until the RAC receives medical documentation. If no medical 

documentation is required, the IAP continues without delay. Once that occurs, 

the RAC provides the Letter of Accommodation specifically explaining what 

accommodation will or will not be provided and why the Agency believes the 

chosen accommodation is effective, if applicable. 

5. Approval and Disapproval of Requests

5.1. Approvals. The individual’s supervisor or manager decides if the accommodation can

support their mission requirements. If a request is approved and the accommodation 

cannot be provided immediately by the Agency, the RAC informs the individual on the 

status of an interim accommodation (see Sections 6 for additional information). 

5.1.1. DIA specifies to the individual orally and in writing any extenuating 

circumstances that justify a delay in providing an approved accommodation, 

and the expected timeline to fulfill an approved reasonable accommodation 

(see Section 7.2 for additional information). 

5.1.2. The RAC informs the individual of an interim accommodation option during 

the period of the IAP while the RAC evaluates the request and codifies the 

formal decision in writing. 

5.1.3. DIA provides an interim accommodation that allows the individual to perform 

some or all essential functions that do not impose an undue hardship on the 

Agency. 

5.2. Disapprovals. If DIA denies a request for accommodation, the individual receives a 

Letter of Accommodation in an accessible format stating the reasons for the denial. 

Denials should be based solely on mission related reasons (undue hardship and direct 

threat). If cost is considered as a reason for denial, the decision maker considers all 

resources available to the Agency as a whole, excluding those designated by statute for 

a specific purpose that does not include reasonable accommodation. 

5.2.1. If DIA denies a reasonable accommodation requesting specific support, the 

Agency explores whether another accommodation would be possible to meet 

the needs of the individual. If removal of an essential function or some other 

action that is not required by law is submitted by the individual, the Agency 
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explores whether there is a reasonable accommodation that meets the 

individual’s needs. 

5.2.2. If the alternative accommodation is not accepted, the individual submits a 

response, and DIA records the rejection on the Letter of Accommodation in an 

accessible format that is provided to the individual. 

5.2.3. If a request for accommodation is denied, the individual’s letter of 

accommodation includes information about the individual’s right to file an 

EEO complaint pursuant to Reference (b), and to invoke other statutory 

processes, as appropriate. The notice of denial includes instructions on how to 

file an EEO complaint and explains that the individual is required to initiate 

contact with an EEO Counselor within 45-calendar days of the denial, 

regardless of whether the individual participates in an informal dispute 

resolution process. 

5.3. Changes to an approved reasonable accommodation. 

5.3.1. Accommodations are to remain in place for as long as required by the 

individual, or until no longer effective. If no longer effective, the RAC 

reconvenes the IAP with the individual and the individual’s supervisor and 

manager. 

5.3.2. A supervisor, manager, or DIA element head who believes that an individual 

may no longer need a reasonable accommodation should contact the RAC. 

The RAC decides if there is a reason to contact the individual to discuss 

whether there is a need to continue with the reasonable accommodation. 

5.3.3. When an individual’s supervisor changes, the RAC coordinates with the new 

supervisor to ensure compliance with the approved reasonable accommodation 

on file with EO. 

5.4. Reconsideration Request and Dispute Resolution 

5.4.1. An individual dissatisfied with the results of their reasonable accommodation 

request may ask the Chief, EO, to reconsider that decision. The Chief, EO 

reconvenes the IAP with the RAC and the individual’s supervisor and 

manager. 

5.4.2. Reconsideration requests are to be submitted within 15-business days of 

receiving the Letter of Accommodation. A request for reconsideration does 

not extend the time limits for initiating administrative or statutory claims. 

5.4.3. The Chief, EO directs the RAC to issue an amended Letter of Accommodation 

to the individual outlining the final decision within 15-business days of the 

IAP. 

5.4.4. Individuals have the option of going to DIA’s Alternative Dispute Resolution 

Team to discuss their dissatisfaction with the handling of their request, 

regardless of whether they ask the Chief, EO, for reconsideration. The time 

limits for initiating administrative or statutory claims are not extended. 
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5.4.5. Participation in the reconsideration process does not affect the time frame for 

filling an EO complaint. 

6. Interim Reasonable Accommodations

6.1. DIA provides an interim accommodation if the accommodation cannot be provided

immediately, but the known facts or circumstances make it reasonably likely that an 

individual is entitled to a reasonable accommodation. 

6.2. The requirement to provide an interim accommodation depends on available interim 

accommodations that allow the individual to perform some or all of the essential 

functions of the position without imposing an undue hardship on the Agency. The 

RAC makes clear to the requesting individual that this is only an interim 

accommodation until DIA can complete the review and a formal decision can be 

determined by the supervisor or manager. 

6.3. Consideration of an interim accommodation is not meant to slow down the IAP, and the 

45-business day timeframe is not lengthened because an interim accommodation is

considered.

7. Expediting Requests and Extenuating Circumstances

7.1. Expedited processing of a request.

7.1.1. In certain circumstances, a request for reasonable accommodation requires an 

expedited review and decision in less than 45-calendar days. This includes 

when a reasonable accommodation is needed: 

7.1.1.1. To enable an applicant to apply for a job. Depending on the 

timetable for receiving applications, conducting interviews, taking 

tests, and making hiring decisions, the need to expedite a request for 

reasonable accommodation may arise to ensure an applicant with a 

disability has an equal opportunity to apply for a job. 

7.1.1.2. To enable an individual to attend a meeting or training scheduled to 

occur soon. For example, an individual may need a sign language 

interpreter for a meeting scheduled to take place in five days. 

7.2. Extenuating circumstances. 

7.2.1. When extenuating circumstances are present, the 45-calendar day timeframe 

for processing a request for reasonable accommodation and providing the 

accommodation is extended as reasonably necessary to deal with the 

extenuating circumstance. Below are examples of extenuating circumstances: 

7.2.1.1. Special information technology software requires validation and 

testing prior to being added to the DIA network. 

7.2.1.2. Manufacturer delays in shipping. 

7.2.1.3. Pandemics and natural and/or man-made disasters. 

7.2.2. The RAC notifies the individual of the reason for the delay, including 

explaining the extenuating circumstance that justifies the delay, and when the 
D I A G 1 0 2 0 . 1 - 1 P a g e | 16

RAC expects to conclude processing the request. As discussed below, the 

RAC determines if an interim accommodation is possible. 

8. Reasonable Accommodation Reassignments

8.1. There are specific considerations in the IAP when an individual needs, or may need, a

reassignment. 

8.2. Reassignments are considered if no accommodations are available for the individual to 

perform the essential functions of their current job, or if the only effective 

accommodation would cause undue hardship. 

8.3. When DIA determines there is no reasonable accommodation to permit an individual to 

perform the essential functions of the position, DIA explores reassignment as an 

accommodation. To conduct searches for available vacancies the following is taken 

into consideration: 

8.3.1. Available positions for which the individual is qualified, with or without 

reasonable accommodation. 

8.3.2. Vacant positions within the Agency (not just the individual’s current office, but 

outside of the individual’s commuting area if the individual is willing to 

relocate) that are currently advertised. 

8.3.3. Authorized vacant positions that are no longer being advertised but for which 

no hiring decision has been made. 

8.3.4. Vacant positions that DIA is authorized to fill but that OHR has not yet 

advertised. 

8.3.5. Reassignment to an equivalent position where possible, but if no equivalent 

position is available, reassignment to a lower-level position may be required. 

8.4. Searches for vacancies should be conducted by OHR, EO, the individual’s supervisor 

and directorate level Staff Director. Vacancy information is provided to the affected 

individual during the search process. 

8.5. Once DIA concludes reviewing all vacancies to provide a reasonable accommodation, 

the search is over and available options are provided to the requesting individual for 

consideration. 

8.6. DIA does not pay for relocation costs or expenses incurred because of a reassignment 

based on an approved reasonable accommodation request. 

9. Requests for Medical Information

9.1. If the RAC is required to request medical information or documentation from an 

individual’s health care provider, the timeframe stops on the day that the RAC makes a 

request to the individual to obtain medical information or sends out a request for 

information/documentation (see Appendix B) and resumes on the day that the 

information/documentation is received by the RAC. 
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9.2. Medical documentation is submitted directly to the RAC from the individual; 

supervisors and managers are prohibited from accepting or storing medical 

documentation from individuals requesting a reasonable accommodation. 

9.3. Medical information is maintained in files separate from the individual’s official 

personnel file. Failure to keep medical information confidential can be a violation of 

References (b) and (c), regardless of whether the Agency was required to grant a 

reasonable accommodation. 

9.4. If an individual’s disability and need for accommodation are not obvious or already 

known, the RAC may require medical documentation that shows the individual has a 

covered disability and requires accommodation. 

9.4.1. A disability is obvious or already known when it is clearly visible or where 

DIA already has information from the individual showing that the condition 

met the definition in Reference (b). 

9.4.2. DIA may seek only medical information that is sufficient to explain the nature 

of the disability, the individual’s need for reasonable accommodation, and how 

the requested accommodation assists the individual in applying for a job, 

performing the essential functions of a job, or enjoying the benefits and 

privileges of the workplace. 

9.4.3. It is the responsibility of the applicant or individual to provide appropriate 

medical documentation requested by the RAC where the disability and/or need 

for accommodation are not obvious or already known. 

9.4.4. When requested, additional medical documentation is submitted to the RAC 

within 15 business days of the individual receiving the “Written Request for 

Additional Medical Documentation” (Appendix B). If an individual’s health 

professional fails to provide needed documentation in a timely manner, DIA is 

not required to adhere to statutory timelines. 

9.5. Only the RAC may determine whether medical information is needed and, if so, may 

request such information from the individual and the appropriate health professional 

(for example, a doctor, psychologist, clinical social worker, physical therapist, or 

rehabilitation counselor). 

9.5.1. If medical information is needed to process a request, the RAC does not 

necessarily have to request medical documentation from a health care provider; 

in many instances the individual may be able to provide sufficient information 

to substantiate the existence of a “disability” and/or need for a reasonable 

accommodation. 

9.5.2. If an individual has submitted medical documentation in connection with a 

previous request for accommodation, the individual should immediately inform 

the RAC of this fact. The RAC determines whether additional medical 

information is needed to process the current request. 

9.6. If the initial information provided by the health professional or volunteered by the 

individual is insufficient for the RAC to determine whether the individual has a 
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“disability” and/or that an accommodation is needed, the RAC explains what additional 

information is needed and why. 

9.6.1. If necessary, the individual should then ask their health care provider or other 

appropriate professional to provide the missing information. 

9.6.2. The RAC may give the individual a list of questions for the health care 

provider or other appropriate professional to answer. 

9.6.3. If sufficient medical documentation is not provided, the RAC may ask the 

requester to sign a limited release permitting the RAC to contact the provider 

for additional information. 

9.6.4. If the requester refuses to provide information requested by the RAC, that may 

result in a decision not to provide a reasonable accommodation. 

9.7. Disclosure of medical information is permissible in limited circumstances. In these 

situations, confidential medical information may be disclosed to: supervisors and 

managers who need to know about necessary accommodation(s); first aid and safety 

personnel if the disability might require emergency treatment; government officials 

investigating DIA’s compliance with the Rehabilitation Act; worker’s compensation 

offices or insurance carriers; and, Equal Employment and Opportunity (EEO) officials 

for record-keeping purposes. 

9.8. The RAC may have medical information provided by an individual or their health care 

professional reviewed by a doctor of DIA’s choosing, at the Agency’s expense. 

10.Tracking and Record Keeping

10.1. Tracking.

10.1.1. DIA tracks reasonable accommodation requests to evaluate the need to 

improve handling of requests. 

10.1.2. Requests are entered into the EO reasonable accommodation tracking system. 

10.1.3. Individuals may request status updates on their request through their assigned 

RAC. 

10.1.4. Individuals may update records and make changes to requests through their 

assigned RAC. 

10.2. Record keeping. 

10.2.1. DIA keeps records related to an individual who requests a reasonable 

accommodation through EO IAW References (f) and (g). These records 

include documentation of the individual’s disability or need for reasonable 

accommodation, and information about the disposition of the individual’s 

accommodation request. 

10.2.2. Individual reasonable accommodation request records are kept on file at DIA 

for three years after the individual departs the Agency. 

10.2.3. The following information is collected and maintained: 
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10.2.3.1. The specific reasonable accommodation requested. 

10.2.3.2. Medical documentation. 

10.2.3.3. The position (occupational series, career field, career specialty, 

grade level, and Agency component) sought by the requesting 

applicant or held by the requesting individual. 

10.2.3.4. Whether the accommodation was needed to apply for a job, perform 

the essential functions of a job, or enjoy the benefits and privileges 

of employment. 

10.2.3.5. Whether the request was granted (which may include an 

accommodation different from the one requested) or denied. 

10.2.3.6. The identity of the deciding official. 

10.2.3.7. If denied, the basis for such denial. 

10.2.3.8. The number of days to process the request. 

10.2.3.9. Any other records necessary to determine DIA’s compliance with 

nondiscrimination and affirmative action requirements imposed 

under Section 501 of Reference (a), and EEOC guidance. Any such 

records or reports are made available to the EEOC upon request. 

11. Reports and Assessments

11.1. Program performance reports are provided to the Director, DIA, and Chief, EO on a

quarterly basis. This includes the number and types of accommodations requested and 

approved, the amount of time taken to process such requests, reasons for denials, and 

other relevant tracking information. This report also includes any recommendations for 

improving the Agency’s reasonable accommodation policy and procedures. 

11.2. DIA evaluates the effectiveness of its reasonable accommodation program annually and 

submits EEO Management Directive (MD) 715 reports to EEOC for review and 

compliance. The reports may not contain confidential information about specific 

requests for reasonable accommodation and include general information sufficient to 

provide a qualitative assessment of the Agency’s disability program. 

11.3. DIA keeps appropriate records and documentation to substantiate an individual’s 

disability. If there is a new supervisor or manager, the individual is responsible for 

contacting the RAC to take the necessary steps to apprise the new supervisor or 

manager of existing accommodations. 

12. Administration

12.1. To seek additional information, updates on submitted RA requests, or alternative

formats for DIA’s reasonable accommodation procedures, contact the RAC on 

NIPRNET at <reasonableaccommodations@dodiis.mil>. Individuals may also call 

202-231-8178 during business hours. 
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12.2. Additional resources available to individuals seeking a reasonable accommodation at 

DIA include, but are not limited to: 

12.2.1. U.S. Equal Employment Opportunity Commission - www.eeoc.gov

12.2.1.1. The U.S. EEOC is responsible for enforcing federal laws regarding 

reasonable accommodation, and federal laws that make it illegal to 

discriminate against a job applicant or an employee because of the 

person's race, color, religion, sex (including pregnancy, gender 

identity, and sexual orientation), national origin, age (40 or older), 

disability or genetic information. 

12.2.1.2. The EEOC provides guidance to federal agencies and individuals on 

all aspects of the federal government's equal employment 

opportunity program including reasonable accommodation. 

Resources pertaining to reasonable accommodation are found at: 

www.eeoc.gov/disability-discrimination.

12.2.1.3. Enforcement Guidance on Reasonable Accommodation and Undue 

Hardship under the ADA can be found at: 

www.eeoc.gov/laws/guidance/enforcement-guidance-reasonableaccommodation-and-undue-hardship-under-ada) 

12.2.1.4. Enforcement Guidance on Disability-Related Inquiries and Medical 

Examinations of Employees under the ADA can be found at: 

https://www.eeoc.gov/laws/guidance/enforcement-guidancedisability-related-inquiries-and-medical-examinations-employees

12.2.2. CAP – www.cap.mil

12.2.2.1. CAP conducts assessments, provides information and referrals, and 

assists DoD agencies in determining the appropriate assistive 

technology and assistive technology devices to purchase by their 

Agency. For a DIA employee to receive assistance from CAP, they 

are required to have an approved reasonable accommodation at DIA. 

12.2.2.2. Assistive technology can be used to maintain, increase, or improve 

an individual’s job performance, and are available to accommodate 

people with all types of disabilities. 

12.2.3. Job Accommodation Network (JAN) – askjan.org

12.2.3.1. JAN is funded by the U.S. Department of Labor, Office of Disability 

Employment Policy, and serves as a source of free, expert, and 

confidential guidance on workplace accommodations and disability 

employment issues. JAN helps the supervisor/decision-maker and 

the individual with resources, information, and accommodation 

solutions throughout the reasonable accommodation process (prior, 

during, and after). JAN is particularly useful when the individual 

and/or the decision-maker isn’t sure of possible accommodations. 

Assistance is available both over the phone and online.

12.2.3.2. 1-800-526-7234 (Voice), 1-877-781-9403 (TTY) 
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Enclosure 1: Definitions

Term Definition 

Disability 

 A physical or mental impairment that substantially limits one or more

major life activities of an individual;

 A record of such an impairment; or

 An individual being regarded as having such impairment. This means

that the individual has been subjected to an action prohibited by

Reference (b) because of an actual or perceived impairment that is not

both “transitory” and “minor.”

Determination of disability complies with Reference (b), which requires a 

broad interpretation of the term and generally does not require an extensive 

analysis. 

Essential 

functions 

Job duties that are fundamental to the position that the individual holds or 

desires. The term “essential functions” does not include marginal functions 

of the position. A function can be “essential” if, among other things: the 

position exists to perform the function; a limited number of other individuals 

are available to perform the function; or the function is highly specialized, 

and the individual is hired based on having those specialized skills. 

Evidence of whether a particular function is essential includes: 

 Agency’s judgment (generally a supervisor’s, manager’s and/or office

director’s judgment)

 A written position description developed before a job is advertised

 The amount of time spent performing the function

 The consequences of not requiring the person in the position to perform

the function

 The work experience of past incumbents in the job or current incumbents

in similar jobs.

Determination of whether a particular function is essential is to be done on a 

case-by-case basis because the duties of a specific job may deviate from 

what is indicated in a position description, or from the duties of individuals 

holding a similar job. 

Direct threat 

When an accommodation would not eliminate or reduce the significant risk 

of substantial harm to the individual or others in the workplace. The 

analysis of a direct threat determination includes: 

 Duration of the risk;

 Nature and severity of the potential harm;

 Likelihood of potential harm; and

 Imminence of potential harm.

Extenuating 

circumstances

Factors that could not reasonably have been anticipated or avoided in 

advance of the request for accommodation, or limited situations in which 

unforeseen or unavoidable events prevent prompt processing and delivery of 
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an accommodation (e.g., identified software, such as a Screen Reader, is not 

compatible with existing equipment).

Health care or 

rehabilitation 

professional 

A person that completed a course of study and is licensed to practice in a 

field of health care, which includes the diagnosis and assessment of the 

disability or disabilities in question. 

Interactive 

Accommodation 

Process (IAP) 

An interactive approach between an employer and employee that assists 

with gathering information and evaluating a request for accommodation. It 

is intended to be a flexible approach that centers on communication between 

an employer and the individual requesting reasonable accommodation but 

may (and often does) involve obtaining relevant information from a 

supervisor and an individual’s health care provider. 

The IAP typically includes a collaborative meeting comprised of who 

decides whether to grant or deny a reasonable accommodation (at DIA it is 

the requesting employee’s manager), the individual, and other relevant 

individuals, to collect whatever information is necessary to make an 

informed decision about whether the individual is covered as an individual 

with a disability and, if so, what reasonable accommodation(s) effectively 

eliminate the barrier identified by the individual, and permit an equal 

opportunity to apply for a job, to perform a job or gain access to the 

workplace, or to enjoy access to the benefits and privileges of employment. 

An IAP meeting is required where the specific limitation, problem, or 

barrier is unclear; where an effective accommodation is not obvious; or 

where the parties are choosing between different possible reasonable 

accommodations. 

Interim 

accommodation 

Any temporary or short-term measure put in place until a granted 

accommodation is available. 

Invisible/hidden 

impairments 

Disabilities or conditions that are not obviously apparent or visible, such as 

asthma, arthritis, chronic fatigue syndrome, epilepsy, kidney disease, 

diabetes, cancer, HIV infection, chronic depression, learning disabilities, 

autism spectrum disorder, and mild intellectual disability. 

Major life 

activities

Include, but are not limited to, activities such as caring for oneself, 

performing manual tasks, seeing, hearing, eating, sleeping, walking, 

standing, sitting, reaching, lifting, bending, speaking, breathing, learning, 

reading, concentrating, thinking, communicating, interacting with others, 

and working. 

Major life activities also include the operation of major bodily functions, 

including functions of the immune system, special sense organs and skin, 

normal cell growth, digestive, genitourinary, bowel, bladder, neurological, 

brain, respiratory, circulatory, cardiovascular, endocrine, hemic, lymphatic, 

musculoskeletal, and reproductive functions.
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Marginal 

functions 

Those job duties that are less important or critical to the success or failure of 

the specific position, such as submitting timesheets, organizing or attending 

morale-related events, or other administrative tasks such as retrieving 

artifacts from printers and binding/stapling, etc., unless specifically stated in 

the job description as an essential function of the job. 

Mental 

impairment 

Any mental or psychological disorder such as intellectual disability, organic 

brain syndrome, emotional or mental illness (major depression, bipolar 

disorder, anxiety disorders), schizophrenia, and specific learning disabilities. 

Physical 

impairment 

Any physiological disorder or condition, cosmetic disfigurement, or 

anatomical loss affecting one or more of the body systems such as: 

neurological, musculoskeletal, special sense organs, cardiovascular, 

reproductive, digestive, immune system, respiratory, genitourinary, hemic, 

circulatory, lymphatic, skin, normal cell growth, and endocrine system. 

Qualified 

individual 

An individual with a disability is qualified for the position if the individual: 

 Satisfies the requisite skill, experience, education, and other job-related

requirements of the position, and

 Can perform the essential functions of the position, with or without

reasonable accommodation.

Reasonable 

accommodation 

A change or adjustment to a job, work environment, or in the way things are 

customarily done to permit a qualified individual with a disability to 

participate in the application process, perform essential functions of a job, 

and enjoy the benefits and privileges of the workplace afforded to all. 

There are three categories of reasonable accommodations: 

(1) Modifications or adjustments to a job application process to permit an

individual with a disability to be considered for a job (such as providing

application forms in alternative formats like large print or Braille);

(2) Modifications or adjustments necessary to enable a qualified individual

with a disability to perform the essential functions of the job (such as

providing sign language interpreters or reassignment); and

(3) Modifications or adjustments that enable individuals with disabilities to

enjoy the benefits and privileges of the workplace afforded to all individuals

(such as removing physical barriers in an office or a cafeteria).

Reasonable 

Accommodation 

Steering 

Committee 

(RASC)

Composed of appropriate representatives who have an official need-toknow. Items to be discussed by the RASC include, but are not limited to, 

reassignment, seat relocation, assistive technology challenges, and PAS. 

The DPM may convene a RASC if a disability/accommodation 

determination involves a non-obvious disability, a request for
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accommodation that impacts several Agencies or offices, or other 

circumstances that the Reasonable Accommodation team deems appropriate.

Reassignment 

As defined by the applicable laws, regulations and codes, it is the 

accommodation of last resort. Before exploring reassignment options, DIA 

managers demonstrate their efforts to provide other reasonable 

accommodations. Reassignment is a form of reasonable accommodation 

that, absent undue hardship or direct threat, is provided to qualified 

individual employees (not applicants) who, because of a disability, can no 

longer perform the essential functions of their job, with or without 

reasonable accommodation. Reassignments are made only to vacant 

positions and to individuals who are qualified for the new position. If the 

individual is qualified for the vacant position, he or she may be reassigned to 

the job. 

Representative 

As defined by the applicable laws, regulations, and codes, a person chosen 

by a complainant to act on behalf of the complainant before DIA or the 

EEOC with respect to a complaint. A Federal Employee may choose to 

represent another Federal Employee provided that the representation is not 

in conflict with the representative’s official duties. Either DIA or the EEOC 

may disqualify an individual from serving as a representative if the 

representation results in a conflict of interest or the representation interferes 

with the representative’s official duties. 

Undue hardship 

As defined by the applicable laws, regulations, and codes, the significant 

difficulty or expense in, or resulting from, the provision of an 

accommodation. Undue hardship refers to any accommodation that would 

be unduly costly, extensive, substantial, or disruptive, or that would 

fundamentally alter the nature or operation of the business. Determination 

of undue hardship is made on a case-by-case basis. 

Visible 

impairments 

Disabilities or conditions that are obviously apparent or visible, such as 

Down Syndrome, Tourette Syndrome, blindness, amputations, paralysis, and 

Cerebral Palsy. 
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Enclosure 2: References

(a) Federal Rehabilitation Act of 1973, as amended

(b) Americans with Disabilities Act of 1990, as amended

(c) Executive Order 13164, “Requiring Federal Agencies to Establish Procedures to Facilitate

the Provision of Reasonable Accommodation,” as amended

(d) DoD Directive 1020.02E, “Diversity Management and Equal Opportunity in the DoD,”

June 8, 2015, Change 2, June 1, 2018

(e) DIA Directive (DIAD) 1020.100, “DIA Equal Employment Opportunity and Diversity

Program,” May 15, 2014

(f) DIAD 5015.200, “Records Management Program,” November 5, 2021

(g) DIA Guide 5015.2-1, “Email Records Management,” November 12, 2021
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Appendix A: Written Request for Reasonable Accommodation 

WRITTEN REQUEST FOR REASONABLE ACCOMMODATION

References: The Rehabilitation Act of 1973, as amended, Title 29, C.F.R Part 1630, Executive Order 13164 

The Defense Intelligence Agency will provide a reasonable accommodation (RA) to the known physical or mental impairment of a qualified individual

with a disability, provided the accommodation is necessary for the performance of essential job duties, is effective for the individual and the Agency, 

is related to the job, and does not pose an undue hardship or create a direct threat to the Agency. - An individual with a disability is a person with a physical or mental impairment that substantially limits one or more major life activities, has

a record of such an impairment; or is regarded as having such an impairment.

A completed request for reasonable accommodation includes: - Request for Reasonable Accommodation - Substantiating medical documentation form a health care professional (to be submitted directly to the RA team)

Such documentation is used to substantiate that an individual’s medical condition rises to the level of disability and the functional limitations of the impairment. 

‘Health care professional’ includes but is not limited to doctors, nurses, psychologists, therapists, and vocational rehabilitation specialists. When the disability and/or 

need for accommodation are obvious, documentation is not required. 

Instructions:

1. Requesting individual complete the Written Request for Reasonable Accommodation form

2. Submit request form to supervisor, or in the case of applicant directly to the RA team or Office of Human Resources representative

3. Supervisor/ forwards request to RA team

4. Requesting individual directly submits medical documentation to RA Team

PART I – INDIVIDUAL’S CONTACT INFORMATION

Individual’s Name: Employee ID (if applicable): Series and Grade:

Position/Title: Directorate/Office: Work Location:

Telephone: VOIP/DVTC: Email:

Supervisor’s Name: Supervisor’s Telephone: Supervisor’s Email:

PART II – ACCOMMODATION REQUEST

Do you currently use any accommodation?  YES  NO If yes, list accommodations __________________________________________

Accommodation(s) Requested (please specify):

 Assistive Technology 

 Alternative Work Schedule 

 Ergonomic Equipment 

 Service (e.g., SLI, reader, note taker) 

 Telework 

 Workspace Modification 

 Other 

 Not Sure 

Indicate the major life activities substantially limited by the impairment.

How does your limitation impact the performance of your essential job duties?

Employee Signature: Request Date: Supervisor Signature: Received Date:

PLEASE RETURN FORM TO:

Mailing:

DIA 

7400 Pentagon 

Attn: EO/Reasonable Accommodation 

Washington, DC 20301 

Email: 

NIPR - reasonableaccommodations@dodiis.mil 

Phone: 

(202)231-8178

Fax:

(202)231-6486

TO BE COMPLETED BY THE REASONABLE ACCOMMODATION TEAM

Received date: Received by: Case Number: Medicals Sufficient

 YES  NO 

IAP Required

 YES  NO 

Appendix B date: IAP Date: Other: Close Date:

Authority: Federal Rehabilitation Act of 1973, as amended, Rehabilitation Act - 29 CFR 1614.203, as amended, Americans with Disabilities Act, as amended, Executive Order 13164, “Establishing Procedures to Facilitate the Provision of 

Reasonable Accommodation,” as amended, DoD Directive 1020.02, “Diversity Management and Equal Opportunity in the Department of Defense,” as amended, DIA Directive (DIAD) 1020.100, “DIA Equal Employment Opportunity and Diversity 

Program,” 15 May 2014 

Purpose: To evaluate information in response to a Reasonable Accommodation Request. 

Routine Uses: Routine Uses of the information are consistent with the Defense Reasonable Accommodations and Assistive Technology Records, System of Records Notice DoD 0007. Additional information is available at 

https://www.federalregister.gov/documents/2021/07/22/2021-15601/privacy-act-of-1974-system-of-records 

Disclosure of Information: Providing this information is voluntary; however, failure to complete the form in its entirety could result in a denial or delay of the requested service.
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Appendix B: Written Request for Medical Documentation 
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