Making a Request for Reasonable Accommodation/Personal Assistance Services

Updated, October 14, 2022

What is the U.S. International Development Finance Corporation (DFC) policy regarding

assistance to employees and job applicants with disabilities?

DFC's policy is to fully comply with the reasonable accommodation requirements of the 

Rehabilitation Act of 1973, as amended, 29 U.S.C § 791, and the Americans with Disabilities Act, 

including the Americans with Disabilities Act Amendments Act of 2008 (29 CFR, Part 1630) and its 

expanded definition of a person with a disability. Under the law, DFC must provide reasonable

accommodation to qualified employees or applicants with disabilities, unless to do so would cause 

undue hardship on the agency. An accommodation is a change involving the workplace that

enables a person with a disability to enjoy equal employment opportunities, and can include any 

change or adjustment that is effective to eliminate workplace barriers (see definition of 

"reasonable accommodation" below for more information). DFC has a commitment to ensure that 

people have equal access to its workplace environment and to enhance its ability to hire and

advance individuals with disabilities. DFC has a long- standing practice of promoting a healthy work 

environment for all employees.

What is a "disability?"

A "disability" is a physical or mental impairment that substantially limits one or more of the major 

life activities of an individual. The Americans with Disabilities Act (29 CFR, Part 1630.2) further 

defines a disability as 1) any physiological disorder or condition, cosmetic disfigurement, or 

anatomical loss affecting one or more body systems, such as neurological, musculoskeletal, special 

sense organs, respiratory (including speech organs), cardiovascular, reproductive, digestive, 

genitourinary, immune, circulatory, hemic, lymphatic, skin, and endocrine; or (2) Any mental or

psychological disorder, such as an intellectual disability, organic brain syndrome, emotional or 

mental illness, and specific learning disabilities.

What is a targeted disability?

A targeted disabilities are a subset of the larger disability category, as defined by the EEOC and OPM. 

They are:

• developmental disabilities, for example, cerebral palsy or autism spectrum disorder;

• traumatic brain injuries;

• deafness or serious difficulty hearing, benefiting from, for example, American Sign Language;

• blindness or serious difficulty seeing even when wearing glasses;

• missing extremities (arm, leg, hand and/or foot);

• significant mobility impairments, benefitting from the utilization of a wheelchair, scooter, 

walker, leg brace(s) and/or other supports;

• partial or complete paralysis (any cause);

• epilepsy and other seizure disorders;

• intellectual disabilities (formerly described as mental retardation);
• significant psychiatric disorders, for example, bipolar disorder, schizophrenia, PTSD, or major 

depression;

• dwarfism; and

• significant disfigurement, for example, disfigurements caused by burns, wounds, accidents, or 

congenital disorders.

What is "reasonable accommodation?"

"Reasonable accommodation" is a change in the work environment or in the application process that 

would enable a qualified individual with a disability to enjoy equal employment opportunities. 

Federal agencies must provide "reasonable accommodation" to qualified employees or applicants 

with disabilities (as defined under the law), unless to do so would cause undue hardship. There are 

three general categories of reasonable accommodations: (1) modifications or adjustments to a job 

application process to permit a qualified 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); and (3) modifications or 

adjustments that enable employees with disabilities to enjoy equal benefits and privileges of 

employment (such as removing physical barriers in an office). A request is "reasonable" if it is 

effective in accomplishing any of the above purposes. Accommodations are not limited to

adjustments to a physical work environment. They may involve changes to the way a job is done or 

structured, modified workplace policies and procedures, adjusted work schedules or eliminating 

marginal functions or perhaps even changes to Agency culture. Or, they may entail procuring 

assistive technology or services such as readers or interpreters.

What isthe definition of a qualified employee or applicant?

A "qualified individual" is an individual with a disability thatsubstantially limits a major life activity or

who has a “record of” such disability: 1) who meets the qualification and other job-related

requirements of the position; and 2) who can perform the essential functions of the position, either 

with or without reasonable accommodation.

What is "undue hardship?"

If an accommodation would cause a significant difficulty or expense, DFC is not required to provide 

the accommodation. In making determinations, the nature and cost of the accommodation needed

and the impact of the accommodation on the operations of the agency will be considered on a caseby-case basis.

How do I submit a request for accommodation?

Employees and job applicants may initiate requests for accommodation orally or in writing. If you 

present your request orally, DFC will immediately begin the process of considering your request. 

However, to ensure that DFC has a formal record of your request, you must ultimately present your 

request in writing. To enable the DFC to keep accurate records regarding requests for 

accommodation, employees seeking a reasonable accommodation must follow up their request by

completing Form DFC- 195, Confirmation of Request for Reasonable Accommodation (available on 

the DFC Intranet. In your written request, you must include the reason for your request and explain
any time-sensitive needs you may have. Your request does not have to include any special words 

such as "reasonable accommodation" or "disability," and you may request an accommodation even 

if you have not previously disclosed the existence of a disability. For example, an employee tells 

his/her supervisor, "I'm having trouble getting to work at my scheduled starting time because of 

medical treatments I'm undergoing." This is a request for a reasonable accommodation.

You do not have to have a particular accommodation in mind before making a request.

Once you request and are granted a type of accommodation that you are likely to need on a 

repeated basis, you do not need to submit a written request for record-keeping purposes each 

time the accommodation is needed.

To whom do I present my request?

Depending on who is making the request and the nature of the request, there are several 

individuals who may initially receive the request and who may be the ultimate decision-makers.

Immediate Supervisors

DFC encourages employees and personal service contractors to discuss their needs with their

immediate supervisors. Employees may also present their requests to their second line supervisor or 

department head, directly to the Employee Relations Specialist within Human Resources 

Management (HRM), or to the Director of Equal Employment Opportunity. In some cases, the

supervisor may be able to provide the requested assistance directly (e.g., allow the employee to vary 

his or her assigned duties to avoid repetitive motion that aggravates carpal tunnel syndrome; 

coordinate with the facilities manager to relocate copiers, printers or faxesto accommodate an

employee with a mobility disability, modify a work schedule, or receive assistive equipment).

Supervisors receiving requests should coordinate their action with and/or refer requests for 

additional action to the Human Resources Specialist overseeing reasonable accommodation in HRM. 

In all cases, supervisors will notify HRM, via email at rac@dfc.gov, of the accommodation request. 

Employees and supervisors may seek advice and assistance directly from HRM. As appropriate, HRM 

will request assistance from other DFC offices, arrange for ergonomic evaluations and, if needed, 

request additional information from the employee. HRM also serves as a point of contact with CAP 

(Computer/Electronic Accommodation Program) representatives with whom DFC has an agreement 

to provide assistive technology accommodations and services.

A request for modestly priced ergonomic items may be made directly to the Director of Facilities 

and Administrative Services, who may respond without further documentation or approval when 

the request is not a part of a more extensive request. Significant architectural or workspace 

configuration, requests for specially designed furniture (including chairs), and requests for

accessible parking must be coordinated with the HRM Employee Relations Specialist. 

Applicants

Applicants for DFC positions (or selecting officials on behalf of applicants) will make their requests to 

the staffing specialist identified in the job opportunity announcement, the staffing manager, the 

Intern Program Coordinator, or any other agency employee with whom the applicant has contact. 

The HRM staff member will make appropriate arrangements (e.g., employ the services of a sign 

language interpreter) or, as necessary, coordinate accommodation arrangements with HRM or other 
DFC staff.

If the employee or applicant is prevented from making the request personally, a family member,

health professional or other authorized representative may make the request on his/her behalf.

How much medical information do I need to provide?

If you request an accommodation, DFC has a right to know you have a covered disability that 

requires an accommodation. When a disability and/or need for accommodation are not obvious or 

known to your supervisor, DFC may require you to provide reasonable documentation about the

disability and/or your functional limitations. Consistent with the foregoing standard, DFC will make 

an individualized determination, based on the accommodation request, whether supporting 

medical documentation is needed, and if so, tailor an appropriate inquiry.

If your disability and/or need for reasonable accommodation is not obvious or known to your

supervisor or other decision-maker, he or she will make a request to HRM to obtain medical 

information necessary to evaluate your request for reasonable accommodation. HRM will work with 

you to request the necessary medical information. It is your responsibility to provide appropriate 

medical information related to the request. You must obtain such information from an appropriate 

professional such as a doctor, social worker, or rehabilitation counselor. The types of information 

DFC may request include documentation regarding:

• the nature, severity, and duration of your impairment;

• the activity or activities that the impairment limits; the extent to which the

impairment limits your ability to perform the activity or activities; and/or

• why you require reasonable accommodation, or the particular reasonable 

accommodation requested, as well as how the reasonable accommodation will assist you

in applying for a job, performing the essential functions of the job, or enjoying a benefit 

of the workplace.

Depending on the nature of the disability, DFC may request supplemental documentation when the 

information already submitted isinsufficient to document the disability and/or the functional

limitations it causes. This additional information may be needed so that the appropriate assistive 

technology, device or reasonable accommodation can be identified and purchased. As necessary,

DFC will work with an outside vendor, qualified to make ergonomic evaluations, to identify the 

appropriate technology. A trained DFC employee may make basic ergonomic evaluations.

It has been DFC's practice to consider requests without requiring medical documentation for 

items of modest expense that are ergonomically accepted "staples" in the workplace. These items 

include under-the-counter keyboard and mouse trays, wrist rests, glare screens, footrests, and

similar devices when they do not constitute a part of a more extensive request.

HRM will evaluate all medical documentation that is required and received. DFC has the right to 

have medical information reviewed by a medical expert of its own choosing at its own expense. If 

the information provided by the health professional (or the information volunteered by the 

individual requesting the accommodation) is insufficient to enable DFC to determine whether an 

accommodation is appropriate, HRM may ask for further information. First, however, it will be 

explained to the individual seeking the accommodation why the information that has been
provided is insufficient, what additional information is needed, and why it is necessary for a 

determination of the reasonable accommodation request. The individual may then ask the health

care or other appropriate professional to provide the missing information. If, after a reasonable

period of time, there is still not sufficient information to demonstrate that the individual has a

disability and needs a reasonable accommodation, HRM may request that the individual be 

examined by a physician chosen by DFC.

While DFC may request supplemental medical documentation to determine an appropriate 

accommodation, any such request will be consistent with the requirements of the Genetic

Information Nondiscrimination Act (GINA) of 2008 (29 C.F.R. §1601.2), prohibiting discrimination, 

retaliation or harassment because of an individual’s genetic information, inadvertently acquired 

through broadly- worded requests for medical documentation.

HRM will let the decision maker know whether the documentation demonstrates that a reasonable 

accommodation is appropriate and provide, if necessary, any additional relevant information about

the individual's functional limitations. The employee or applicant's failure to provide appropriate 

documentation or to cooperate in DFC's efforts to obtain such documentation can result in a

denial of the reasonable accommodation.

To ensure confidentiality, DFC maintains medical information separately from the requestor’s

personnel file.

What are Personal Assistance Services (PAS)?

Personal Assistance Services (PAS), as defined by the EEOC, is "assistance with performing activities of 

daily living that an individual would typically perform if they did not have a disability, and that is not 

otherwise required as a reasonable accommodation; examples include, assistance with removing and 

putting on clothing, eating, using the restroom, and pushing a wheelchair or assistance with getting 

into or out of a vehicle at the worksite.” These examples are non-exhaustive and serve to identify selfcare type activities for which a PAS may be implemented.

• The EEOC states in their Questions & Answers: : Federal Agencies’ Obligation to Provide Personal 

Assistance Services Under Section 501 of the Rehabilitation Act issued September 18, 2017 that 

PAS do not include performing medical procedures (e.g., administering shots) or medical 

monitoring (e.g., monitoring blood pressure).

• PAS do not help individuals with disabilities perform their specific job functions, such as 

reviewing documents or answering calls; and differ from services that assist an individual to 

perform job-related tasks, such as sign language interpreters. Employees or applicants needing 

medically based reasonable accommodations (RA) to assist them in the workplace, or to apply 

for employment, may request reasonable accommodation through the Agency’s RA procedures.

How do I qualify to receive a PAS?

• The individual is an employee of the agency;

• The individual has a targeted disability (a list of targeted disabilities is located on OPM Form 
256); 

• The individual requires the services because of they/their targeted disability;

• The individual will be able to perform the essential functions of the job without posing a direct 

threat to safety once PAS and any required reasonable accommodations are provided; and

• Providing PAS will not impose undue hardship on the agency.

How do I make a request for PAS? 

As with reasonable accommodation, an employee may request PAS by informing a supervisor, the 

Office of Human Resource Management, the Office of Equal Employment Opportunity, or other 

appropriate management official that they need assistance with daily life activities because of a 

medical condition. The individual does not need to mention Section 501 or use specific terms such as 

"PAS", "affirmative action", or “Reasonable Accommodation” to trigger the agency's obligation to 

consider the request. Typically, the targeted disability and need for PAS will be obvious, such as with 

missing limbs or paralysis, and medical support may not be required. Where there is a requirement to 

clarify qualification of need and nature of PAS assistance, the reasonable accommodation (RA) 

interactive process should be engaged and a request for medically supporting information may be 

requested. For more information on the DFC RA procedures, contact the RA program office at 

RA@dfc.gov. 

How are PAS delivered?

• The agency may utilize an existing employee who already performs similar service as part of 

their regular job or the agency may hire federal employees, independent contractors, or a 

combination of employees and contractors to perform personal assistance services.

• If hiring PAS, and it is deemed reasonable, the agency may give an employee’s PAS preference 

primary consideration to the extent permitted by law, provided PAS qualifications are met; 

and

• An employee who already uses a PAS provider in their personal non-work environment may 

request permission to bring their own PAS provider to work as a reasonable accommodation, 

if the employee does not request that the agency assume the cost of providing the services.

How does the decision process work?

Requesting, processing, and providing reasonable accommodation relies on an interactive process 

in which the parties communicate with one another to determine what, if any, accommodation

should be provided. The employee is responsible to participate in helping identify an effective 

solution. Supervisors may be required to provide information about the work and the performance

requirements. Medical authorities provide diagnoses and, as appropriate, provide additional 

accommodation information in order to identify solutions. Individuals qualified to perform

ergonomic evaluation may be included in the process. DFC's Facilities and Administrative Services 

(FAS) will be consulted, as appropriate (e.g., to expeditiously purchase or lease equipment needed 

for reasonable accommodation). CAP and DFC Information Resource Management (IRM) 
representatives will be included when the solution involves assistive technology and related

devices. HRM will also be available to provide assistance. Relevant resources are listed below for 

individuals with disabilities and agency decision makers to consult to identify and evaluate possible 

accommodations.

There are specific considerations in the interactive process when responding to a request for 

reassignment. Reassignment will be considered only if no accommodations are available to enable 

the individual to perform his or her current job, or if the only effective accommodation would cause

undue hardship.

The appropriate decision-maker (i.e., the supervisor, HRM, Manager of Contract Administration, or

DFC Employment Program Manager) will notify the individual of the final decision regarding the 

reasonable accommodation request.

If the employee or applicant's request is denied, the reasons for the denial will be provided to the 

employee in writing. The denial will identify the employee or office that made the decision, and will 

include information about the requestor's right to file an EEO complaint and to invoke other 

statutory processes, as appropriate, as well as the availability of an informal dispute resolution 

process (see next paragraph for more information). Typically, a reason for a denial might include

(but is not limited to) the following: 1) the requested solution would not be effective; 2) providing 

the requested solution would result in an undue hardship; 3) medical documentation is inadequate

to establish that the individual has a medical condition and/or needs a reasonable accommodation; 

4) the request would require the removal of an essential function of the position; 5) the request 

would require the lowering of a performance or production standard; and/or 6) the request would 

invoke other significant difficulty or negative impact on agency operations. If DFC denies a specific 

requested reasonable accommodation but offers to make a different one in its place, DFC's notice 

will explain both the reasons for the denial of the requested accommodation and the reasons it 

believes the chosen accommodation will be effective.

Is a decision appealable?

If an employee or applicant is not satisfied with the accommodation decision, DFC encourages the 

employee or applicant to first seek informal reconsideration by making a written request for 

reconsideration to the Vice President, HRM (or to the Chief Financial Officer if the Director, HRM is 

the decision-maker). The request must be made within five business days and may present 

additional information in support of the request. The employee or applicant has the right to file an

EEO complaint and may have rights to pursue an MSPB appeal or file a grievance. Seeking 

reconsideration does not affect the time limits for initiating statutory claims (e.g., EEO, MSPB) or 

grievance procedures. If an individual wishes to file an EEO complaint, or pursue MSPB or union

grievance procedures, s/he must take the following steps:

• For an EEO complaint pursuant to 29 C.F.R. § 1614, contact DFC's EEO Counselor within 45 

calendar days from the date of the notice of denial of reasonable accommodation; or

• For a collective bargaining claim, file a written grievance within 15 workdays in accordance 

with the provisions of the Collective Bargaining Agreement; or

• Initiate an appeal to the Merit Systems Protection Board within 30 calendar days

of an appealable adverse action as defined in 5 C.F.R. § 1201.3.
What is "reassignment?"

Reassignment is a form of reasonable accommodation that, absent undue hardship, is provided to 

employees (not applicants) who, because of a disability, can no longer perform the essential

functions of their job, with or without reasonable accommodation. Reassignment will be considered

only if no other accommodations are available to enable the individual to perform the essential 

functions of his or her current position. Reassignments are made only to vacant positions and to 

employees who are qualified for the new position. If the employee is qualified for the position, s/he 

will be reassigned to the job and will not have to compete for it. A promotion is not a form of 

reasonable accommodation.

In considering whether there are positions available for reassignment, the employee’s immediate 

supervisor/designee, will consult with the Director, Talent Acquisition Unit within HRM, to identify: 

(1) vacant positions within the DFC for which the employee may be qualified, with or without 

reasonable accommodation; and (2) positions which HRM has reason to believe will become vacant

during the next 60 business days and for which the employee may be qualified. Supervisors and 

employees can search for vacant positions using www.usajobs.gov or speaking directly to the

Director, Talent Acquisition Unit. The correct point of contact can be found on the HRM intranet 

page. Initial focus will be placed on positions which are equivalent to the employee's current job in 

terms of pay, status, and other relevant factors. If there are no vacant equivalent positions to which 

the individual may be reassigned, vacant lower level positions for which the individual is qualified 

will be considered.

The employee’s immediate supervisor/designee will consult with the employee as necessary to 

determine (1) there are limits on the search the employee would like the agency to conduct, (2) the 

employee is qualified for a particular job and/or to work with the employee to obtain an updated 

resume, or (3) the employee would need a reasonable accommodation to perform the essential 

functions of a new position.

Job-Restructuring

Job restructuring is a form of reasonable accommodation which enables many qualified individuals 

with disabilities to perform jobs effectively. Job restructuring as a reasonable accommodation may 

involve reallocating or redistributing the marginal functions of a job. However, an employer is not 

required to reallocate essential functions of a job as a reasonable accommodation. Essential 

functions, by definition, are those that a qualified individual must perform, with or without an 

accommodation.

An employer may exchange marginal functions of a job that cannot be performed by a person with 

a disability for marginal job functions performed by one or more other employees.

Although an employer is not required to reallocate essential job functions, it may be a reasonable 

accommodation to modify the essential functions of a job by changing when or how they are done.
How long does the decision-making process take?

Once a request is made, DFC will process the request for reasonable accommodation and provide 

accommodation, where appropriate, in as short a time frame as reasonably possible. DFC will 

expedite processing of reasonable accommodation requests in appropriate cases (e.g., to enable an 

individual to apply for a job or to participate in a specific agency activity that is scheduled to occur 

shortly). The time necessary to process a request will depend on the nature of the accommodation

requested and whether it is necessary to obtain supporting information.

Unless there are extenuating circumstances, requests for accommodations will be processed and 

the accommodation, if granted, provided in no more than 15 business days from the date the

decision- maker receives the request. If it is necessary to obtain medical information regarding the 

request, the 15-day period is frozen until DFC receives the relevant information. Upon receipt of 

the medical information, a decision will be made and the accommodation, if granted, will be 

provided within 15 business days. Where an accommodation can be provided in less than the 

maximum time frame, failure to provide an accommodation in a prompt manner may result in a

violation of the Rehabilitation Act.

Extenuating circumstances are those that could not reasonably have been anticipated or avoided in 

advance of the request for accommodation (e.g., the purchase of equipment will take longer

than 15 business days). Where extenuating circumstances are present, the decision-maker will notify

the individual of the reason for the delay and the approximate date by which a decision, or provision 

of the reasonable accommodation, is expected. If there is a delay in providing an accommodation 

that has been approved, DFC may take temporary measures to provide assistance.

Any employee or job applicant may consult the RAC at rac@dfc.gov to request an update on his/her 

request for reasonable accommodation request.

Can you tell me more about CAP?

CAP is a Defense Department program that receives funding to provide assistive technology 

accommodations and services to persons with disabilities who are employed in small Federal

agencies. There is no cost to DFC or to the employee for the services or the purchase of technology. 

Frequently requested accommodation solutions include (but are not limited to):

Dexterity Disabilities: Alternative keyboards, word prediction software, speech recognition systems, 

pointing devices, hands-free computer interface systems and keyguards.

Blind/Low Vision: Magnification systems,speech and Braille outputsystems, scanner/reader

systems, Braille embossers, and Braille notetakers.

Deaf/Hard of Hearing: Teletypewriters(TTYs), PC-TTY modems, telephone amplifiers, assistive

listening systems, and visual signaling devices.

Cognitive/Learning Disabilities: Talking dictionaries and scanner/readersystems.

Communication Disabilities: Electronic communication aids and speech output systems to augment 
communications.

CAPTEC - CAP's Technology Evaluation Center - is available to employees and managers to help 

them choose appropriate technology to create accessible work environments. The Center will 

demonstrate varioussolutionsso that employees and managers can evaluate what best meets their

needs. The HRS will make all arrangements for CAPTEC visits.

What can’t DFC and CAP provide?

Government funds cannot be used for personal devices (such as hearing aids) and technology or

other items used in your home. The only exception to the home use prohibition is for a qualified 

employee whose medical condition requires that they work from home and when the 

accommodation is considered "reasonable."

Hardware, software, devices, furniture and other items purchased by DFC or CAP are the property

of DFC. The employee or applicant may not use the accommodation for a purpose or in a manner 

for which it was not originally intended without the expressed approval of DFC.

What information does DFC track regarding reasonable accommodation/personal assistance 

services?

DFC's system of recordkeeping tracks the processing of requests for reasonable accommodation.

DFC can identify the following information, the:

• number and types of reasonable accommodations that have been requested in the

application process and whether those requests have been granted or denied;

• jobs (occupational series, grade level, and agency component) for which

reasonable accommodations have been requested;

• types of reasonable accommodations that have been requested for each of those jobs;

• the identity of deciding official(s);

• number and types of reasonable accommodations for each job, by agency component, that

have been approved, and the number and types that have been denied;

• number and types of requests for reasonable accommodations that relate to the

benefits or privileges of employment, and whether those requests have been granted 

or denied;

• reasonsfor denial of requests for reasonable accommodation;

• amount of time taken to process each request for reasonable accommodation; and

• sources of technical assistance that have been consulted in trying to identify

possible reasonable accommodations.

The DFC maintains records related to a particular individual who has requested a reasonable 

accommodation for the duration of that individual's employment. DFC maintains cumulative

records used to track its performance regarding reasonable accommodation for at least three 

years.

Government officials, such as the EEOC, may be given necessary information to investigate the 

Commission's compliance with the Rehabilitation Act and the ADA.
Who willsee medical information about me?

Under the Rehabilitation Act, and Americans with Disabilities Act medical information obtained in 

connection with the reasonable accommodation process must be kept confidential. DFC is entitled 

to know that an employee or applicant has a covered disability that requires reasonable 

accommodation. If the medical information is not already provided, HRM will request medical 

information in order to process the request and will maintain a confidential file in order to track and 

report information. Unless required under the law or by regulation, reports will not include the 

name of the individual requesting accommodation.

Medical information will be disclosed to the decision-maker and to supervisors and managers who

need to know (often disclosed information to supervisors and managers does not include medical 

diagnosis and history - rather, it describes necessary restrictions on the work or duties of the 

employee and the necessary accommodations). The information also may be disclosed to first-aid 

and safety personnel, when appropriate (e.g., if the disability might require emergency treatment or 

special evacuation procedures), to government officials investigating DFC's compliance with the 

Rehabilitation Act, and to workers’ compensation offices or insurance carriers under certain 

circumstances.

Where do I get more information?

Additional information is available in HRM or can be found below.

Selected Reasonable Accommodation Resources

U.S. Equal Employment Opportunity

Commission 1-800-669-3362 (Voice)

1-800-800-3302 (TT)

The EEOC's Publication Center has many free documents on the Title I employment provisions of 

the ADA, including the statute, 42 U.S.C. § 12101 et seq., and the regulations, 29 C.F.R. § 1630. In

addition, the EEOC has published a great deal of basic information about reasonable

accommodation and undue hardship. The three main sources of interpretive information are:

(1) the Interpretive Guidance accompanying the Title I regulations (also known as the

"Appendix" to the regulations), 29 C.F.R. pt. 1630 app. §§ 1630.2(o), (p), 1630.9;

(2) (Enforcement Guidance on Reasonable Accommodation and Undue Hardship Under

the Americans with Disability Act, 8 FEP Manual 405:7601 (1999); and

(3) A Technical Assistance Manual on the Employment Provisions (Title I) of the Americans with 

Disabilities Act, 8 FEP Manual (BNA) 405:6981, 6998-7018 (1992) (Technical Assistance

Manual). The Technical Assistance Manual includes a 200-page Resource Directory, 

including Federal and state agencies, and disability organizations that can provide 

assistance in identifying and locating reasonable accommodations.

The EEOC also has discussed issues involving reasonable accommodation in the following guidance

and documents:

(1) Enforcement Guidance: Preemployment Disability-Related Questions and Medical

Examinations at 5, 6-8, 20, 21-22, 8 FEP Manual (BNA) 405:7191, 7192-94, 7201 (1995);
(2) Enforcement Guidance: Workers’ Compensations and the ADA at 15-20, 8 FEP Manual

(BNA) 405:7391, 7398-7401 (1996);

(3) Enforcement Guidance: The Americans with Disabilities Act and Psychiatric Disabilities at 19-

28, 8 FEP Manual (BNA) 405:7461, 7470-76 (1997);

(4) Fact Sheet on the Family and Medical Leave Act, the Americans with Disabilities Act, and

Title VII of the Civil Rights Act of 1964 at 6-9, 8 FEP Manual (BNA) 405:7371, 7374-76 (1996); 

and

(5) Enforcement Guidance: Disability-Related Inquires and Medical Examinations of Employees 

Under the Americans with Disabilities Act at 20, 22, 23, 24-5, 8 FEP Manual (BNA) 405:7701, 

7711, 7712-

14,7715-16 (2000).

Finally, the EEOC has a poster that employers and labor unions may use to fulfill the ADA's posting 

requirement.

All of the above-listed documents, with the exception of the Technical Assistance Manual and the 

poster, are also available through the Internet at EEOC’s web site/www.eeoc.gov. All of these 

documents provide guidance that applies to Federal agencies through the Rehabilitation Act of

1973, 29

U.S.C. § 791.

Job Accommodation Network (JAN)

1-800-232-9675 (Voice/TT)

https://askjan.org/

A service of the President's Committee on Employment of People with Disabilities. JAN can provide 

information, free-of-charge, about many types of reasonable accommodations.

ADA Disability and Business Technical Assistance Centers(DBTACs)

1-800-949-4232 (Voice/TT)

The DBTACs consist of 10 Federally funded regional centers that provide information, training, and 

technical assistance on the ADA. Each center works with local business, disability, governmental, 

rehabilitation, and other professional networks to provide current ADA information and assistance,

and places special emphasis on meeting the needs of small businesses. The DBTACs can make 

referrals to local sources of expertise in reasonable accommodations.

Registry of Interpretersfor the Deaf

(301) 608-0050 (Voice/TT)

The Registry offersinformation on locating and using interpreters and transliteration services.

RESNA Technical Assistance Project

(703) 524-6686 (Voice) (703) 524-6639 (TT)
RESNA, the Rehabilitation Engineering and Assistive Technology Society of North America, can refer 

individuals to projects in all 50 states and the six territories offering technical assistance on 

technology- related services for individuals with disabilities. Services may include information and

referral centers to help determine what devices may assist a person with a disability (including access 

to large data bases containing information on thousands of commercially available assistive 

technology products); centers where individuals can try out devices and equipment; assistance in 

obtaining funding for and repairing devices; and equipment exchange and recycling programs.