Federal Maritime Commission

Reasonable Accommodation & Personal 

Assistance Services Policy and 

Procedures

C o m m issi o n Or d e r 58 E f f e c ti v e : November 23, 2021

S u p e r s e d e s C . O . 5 8 , e f f e c t i v e S e p t e m b e r 2 3 , 2 0 2 0

Table of Contents

Section 1. Purpose..........................................................................................................................3

Section 2. Authority........................................................................................................................4

Section 3. Definitions......................................................................................................................4

Section 4. Responsibilities..............................................................................................................7

Section 5. Reasonable Accommodation Procedures......................................................................9

Section 6. Personal Assistance Services .......................................................................................12

Section 7. Time Frames for Processing Reasonable Accommodation Requests..........................16

Section 8. Request for Documentation ........................................................................................19

Section 9. Granting a Reasonable Accommodation .....................................................................21

Section 10.Denial of Reasonable Accommodation .......................................................................21

Section 11.Requests for Reconsideration......................................................................................22
2

Section 12. Tracking and Reporting...............................................................................................23

Section 13. Records Management.................................................................................................24

Section 14. Statutory Claims..........................................................................................................25

Section 15. Applicability of Other Laws and Directives.................................................................25

Section 16. No Right or Benefit .....................................................................................................25

Appendix A. Reasonable Accommodation Forms and Letters... .................................................. 26

Appendix B. Reasonable Accommodation Resources...................................................................36
3

Section 1. Purpose

(a) This Order implements the provisions of Section 501 of the Rehabilitation Act, Executive 

Order 13164, 29 C.F.R. 1614.203, and pertinent Equal Employment Opportunity Commission (EEOC) 

regulations and policy guidelines establishing procedures to facilitate the provision of reasonable 

accommodations for persons with disabilities in all aspects of employment, including but not limited 

to recruitment, hiring, training, promotion, reassignment, and developmental assignments. This Order 

additionally implements pertinent EEOC regulations under Section 501 of the Rehabilitation Act of 

1973 (Section 501) obligating agencies to provide personal assistance services (PAS), for employees 

with targeted disabilities. This policy and outlined procedures can be made in accessible formats by 

emailing EEO@FMC.gov.

(b) The Federal Maritime Commission (Commission or FMC) shall provide reasonable 

accommodation to qualified employees and applicants with disabilities, provided that these actions 

do not cause undue hardship on the Commission. The Commission is committed to providing 

reasonable accommodation to both its employees and applicants for employment to ensure 

individuals with disabilities have full access to equal employment opportunity (EEO) at the 

Commission. The Commission will provide reasonable accommodation when:

(1) An applicant with a disability needs an accommodation in order to be considered for a

job;

(2) An employee with a disability needs an accommodation to enable them to perform the

essential functions of the job or to gain access to the workplace; and

(3) An employee with a disability needs an accommodation to enjoy equal benefits and 

privileges of employment.

(c) The Commission will provide personal assistance services when:

(1) An employee of the Commission, with a targeted disability, needs such services because 

of their targeted disability;

(2) The individual will be able to perform the essential functions of the job, without posing a 

direct threat to safety, once any required reasonable accommodations have beenprovided;

(3) Providing the reasonable accommodation will not impose undue hardship on the 

Commission; and
4

(4) The Commission will process requests for reasonable accommodation, and if 

appropriate, provide reasonable accommodation in a prompt, fair, and efficientmanner.

Section 2. Authority

(a) The Rehabilitation Act of 1973 (Section 501) and Title I of the Americans with Disabilities 

Act of 1990 (ADA) require agencies to provide reasonable accommodation to qualified employees and 

applicants with disabilities.

(b) EEOC regulations under Section 501, additionally, require agencies to provide personal 

assistance services, as needed, for employees with certain targeteddisabilities.

(c) This Order sets forth the Commission’s policies and procedures to fulfill the purpose and 

requirements of Section 501 of the Rehabilitation Act of 1973 and the ADA, in accordance with 

Executive Order 13164, and EEOC regulations and guidelines.

Section 3. Definitions

(a) Agency Official means a Commission employee in a management position authorized to

receive, process, and/or document reasonable accommodation requests and forward the requests to 

the appropriate office for disposition and determination.

(b) Deciding Official, for employees requesting reasonable accommodation, means the 

employee’s immediate supervisor or supervisor’s designee. For applicants requesting reasonable 

accommodation, the Director of the Office of Human Resources.

(c) Disabled Individual means an individual who has a physical or mental impairment that 

substantially limits one or more major life activities, has a record of such impairment, or is regarded 

as having such impairment.

(d) Essential Functions means job duties that are so fundamental to the position that the 

individual holds or desires that they cannot do the job without performing them. A function may be 

categorized as essential if, among otherthings: the position existsspecifically to perform that function; 

there are a limited number of Commission employees who can perform the function; or the function 

is specialized, and the individual is hired based on their ability to perform it. Determination of the 

essential functions of a position will be done on a case-by-case basis so each function will reflect the 

specific job as actually performed, and notsimply reflect components of a general position description.

(e) Interactive Process means a dialogue between an employee with disabilities who 

request accommodations and their supervisor, human resource representative, or the Reasonable
5

Accommodation Coordinator (RAC). The dialogue includes whether there are reasonable 

accommodations that can be implemented by the agency.

(f) Major life activities mean activities that include, but are not limited to, caring for 

oneself, performing manual tasks, seeing, hearing, eating, sleeping, walking, standing, lifting, bending, 

speaking, breathing, learning, reading, concentrating, thinking, communicating, and working. A major 

life activity also includes the operation of a major bodily function, including but not limited to, 

functions of the immune system, normal cell growth, digestive, bowel, bladder, neurological, brain, 

respiratory, circulatory, endocrine, and reproductive functions.

(g) Personal Assistance Services (PAS) means services that aid 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, including, for example, assistance with removing 

and putting on clothing, eating, and using therestroom.

(h) Personal Assistance Services Provider (PAS Provider) means an independent contractor 

or Agency employee whose primary job is to provide PAS to an employee of the Commission with a 

targeted disability.

(i) Qualified Individual with a Disability means an individual with a disability is qualified

if:

(1) They satisfy the requisite skill, experience, education, and other job-related 

requirements of the position; and

(2) They can perform the essential functions of the position, with or without reasonable 

accommodation.

(j) Reassignment means a form of reasonable accommodation that, absent undue hardship 

on the Commission, is provided to employees (not applicants) who, because of a disability, are no 

longer able to perform the essential function(s) of their jobs, with or without reasonable 

accommodation. Reassignments are made only to vacant positions for which employees are qualified 

and that have no greater promotion potential than the position to which the employee is currently 

assigned. Permission to compete for a vacant position is not a reasonable accommodation.

Commission personnel can find a list of current vacancies by visiting

https://www.fmc.gov/about-the- fmc/employment-opportunities/. The Office of Human Resources 

provides vacancy announcements to all FMC employees.
6

(k) Reasonable Accommodation means any change in the work environment or in the way 

things are customarily done, for example, making the workplace accessible for wheelchair users or 

providing a reader or interpreter for someone who is blind or hard-of-hearing. These changes result 

in equal employment opportunity in all activities of the Commission, including off-site functions for an 

individual with a disability. There are three categories of reasonableaccommodation:

(1) Modifications or adjustments to the job application process that will enable a qualified 

applicant with a disability to be considered for the position the applicantdesires;

(2) Modifications or adjustments to the work environment, and/or to the manner or 

circumstances under which the position held or desired is customarily performed, that will enable a 

qualified individual with a disability to perform the essential functions of that position; and

(3) Modifications or adjustments that enable a Commission employee with a disability to 

enjoy equal benefits and privileges of employment as are enjoyed by similarly situated Commission 

employees without disabilities.

(l) Targeted Disability means a subset of the larger disability category under the 

Rehabilitation Act of 1973. Targeted disabilities are:

(1) Developmental disabilities, for example, cerebral palsy or autism spectrumdisorder;

(2) Traumatic brain injuries;

(3) Deafness or serious difficulty hearing, benefiting from, for example, American Sign 

Language;

(4) Blindness or serious difficulty seeing, even when wearing glasses;

(5) Missing extremities (arm, leg, hand and/orfoot);

(6) Significant mobility impairments, benefitting from the utilization of a wheelchair, 

scooter, walker, leg brace(s) and/or othersupports;

(7) Partial or complete paralysis (any cause);

(8) Epilepsy and other seizure disorders;

(9) Intellectual disabilities (formerly described as mentalretardation);
7

(10) Significant psychiatric disorders, for example, bipolar disorder, schizophrenia, PTSD, or 

major depression;

(11) Dwarfism; and

(12) Significant disfigurement, for example, disfigurements caused by burns, wounds, 

accidents, or congenital disorders.

(m) Undue Hardship means if a specific type of reasonable accommodation causes 

significant difficulty or financial expense to the Commission or is unduly expensive, substantial, or 

disruptive, or would fundamentally alter the nature or operation of the Commission, then the 

Commission is not obligated to provide the accommodation. Determination of undue hardship will be 

made on a case-by-case basis, considering factors that include the nature and cost of the 

accommodation and the impact of the accommodation on the operations of the Commission. For a 

comprehensive definition of “Undue Hardship”, see 29 C.F.R. 1630.2.

Section 4. Responsibilities

(a) The individual (applicant or Commission employee) with a disability makes an oral or 

written request to any agency official, stating the need for an adjustment or change in the job 

application process, work, or in a benefit or privilege of employment for a reason related to the 

disability.

Applicants and employees may refer to the EEOCGuidance:

▪ Questions and Answers: Policy Guidance On Executive Order 13164: Establishing 

Procedures To Facilitate The Provision Of ReasonableAccommodation;

▪ Questions And Answers: Policy Guidance On Executive Order 13164: Establishing 

Procedures To Facilitate The Provision Of ReasonableAccommodation;

▪ Enforcement Guidance on Reasonable Accommodation and Undue Hardship under the 

ADA; or

▪ Enforcement Guidance: Disability-Related Inquiries and Medical Examinations Of 

Employees Under the Americans With Disabilities Act (ADA) for additional information 

on the rights and responsibilities of applicants and employees requesting reasonable

accommodation.

(b) The Director, Office of Equal Employment Opportunity (OEEO), prepares an annual 

report on the number and types of reasonable accommodation requests, as well as a qualitative 

assessment of the program, including any recommendations for improvement. The EEO Director 
8

generally will not have substantive involvement in individual’s request for reasonable accommodation, 

but may:

(1) Provide input regarding procedures and controls necessary to implement this policy 

after consultation with the RAC and the Office of General Counsel; and/or

(2) Arrange for mediation, if appropriate, to resolve a dispute over a reasonable 

accommodation request.

(c) The Director, Office of Human Resources (OHR), is responsible for providing advice and 

guidance to supervisors, managers, and employees about HR policies and procedures related to 

reasonable accommodation, such as leave, telework, and performance management. The OHR assists 

Deciding Officials in locating appropriate vacant positions for employees with disabilities for possible 

reassignment and recruiting PAS provider positions, if necessary. The OHR also addresses reasonable 

accommodation requests related to recruitment actions and is responsible for determining whether 

an applicant for employment is a qualified individual with a disability and deciding whether to grant 

or deny the request(s) for reasonable accommodation by theapplicant.

(d) The Reasonable Accommodation Coordinator (RAC), is a collateral duty within the 

Office of Human Resources. The RAC maintains direct administrative responsibilities for the program, 

such as referring requests for reasonable accommodation to the appropriate Deciding Official and 

collecting and tracking information on such requests. The RAC will also provide medical 

documentation request forms to individuals seeking reasonable accommodation unless the disability 

and the need for reasonable accommodation are obvious or the individual has already provided the 

Commission with sufficient information to document the existence of the disability and their

functionallimitations.

The RAC will receive completed medical documentation from healthcare providers and 

determine if the information meets the disability requirement for purposes of a reasonable 

accommodation request and relay the disability determination to the decision-maker.

(e) The Deciding Official is the immediate supervisor of the employee requesting a 

reasonable accommodation and is responsible for determining whether the Commission employee is 

a qualified individual with a disability, and whether to grant or deny the request(s) for reasonable 

accommodation by the employee.

Supervisors may refer to the EEOC Guidance:

▪ Questions and Answers: Policy Guidance On Executive Order 13164: Establishing 

Procedures To Facilitate The Provision Of ReasonableAccommodation;
9

▪ Questions And Answers: Policy Guidance On Executive Order 13164: Establishing 

Procedures To Facilitate The Provision Of ReasonableAccommodation;

▪ Enforcement Guidance on Reasonable Accommodation and Undue Hardship under the 

ADA; or

▪ Enforcement Guidance: Disability-Related Inquiries and Medical Examinations Of 

Employees Under the Americans With Disabilities Act (ADA) for additional information 

about the responsibilities of Commission personnel in charge of responding to 

reasonable accommodationrequests.

(f) The Office of the General Counsel (OGC) is responsible for providing legal advice during 

the reasonable accommodation process.

(g) The Office of the Managing Director (OMD) isresponsible for reviewing and advising if a 

reasonable accommodation request will impose undue hardship and seek the concurrence of the 

General Counsel on any denial of a reasonable accommodation request based on undue hardship prior 

to a final decision being made.

Section 5. Reasonable Accommodation Procedures

(a) The reasonable accommodation interactive process begins when the applicant or 

employee with a disability makes an oral or written request to an agency official stating the need for 

an adjustment or change in the application process, at work, or in a benefit or privilege of employment 

for a reason related to a medical condition or disability.

(1) The agency official receiving the request will forward it to the Director of OHR, in cases 

where a job applicant makes the request. A final decision will be made by the Director, OHR who can 

be reached at reasonable-accommodations@fmc.gov.

(2) In cases where the requester is a Commission employee, the agency official receiving the 

request will forward it to the employee’s immediate supervisor, or designee. A final decision will be 

made by the immediate supervisor. Commission employees may contact their supervisor directly for 

status updates.

(3) A request does not have to include any special words, such as “reasonable 

accommodation,” “disability,” or “Rehabilitation Act,” nor must the individual have a particular 

accommodation in mind before making a request. The request may be a statement in “plain English” 

that an individual needs an adjustment or change in the application process or at work for a reason 

related to a medical condition.
10

For example, in a conversation about his tardy attendance, an employee tells his manager he is 

having difficulty arriving to work because his sleep apnea interferes with his rest and prevents him 

from waking up on time. He adds that he is being evaluated for medications that could potentially help 

him. This type of comment may potentially be an accommodation request. Supervisors and managers 

are to immediately refer any such circumstance to RAC in order to handle the interactive process.

Another example, a doctor’s note outlining medical restrictions for an employee may 

constitute a request for reasonable accommodation.

(4) An individual with a disability may request a reasonable accommodation whenever they 

choose, even if the existence of a disability has not been previouslydisclosed.

(5) An employee may make a reasonable accommodation request to their first-line 

supervisor; another supervisor or manager in their immediate chain of supervision; the Office Director; 

the EEO Director; the RAC; or theOHR.

(6) An applicant may request a reasonable accommodation verbally or in writing from any 

Commission employee with whom the applicant has contact about the applicationprocess.

(7) A family member, health professional, or other representative may request an 

accommodation on behalf of a Commission employee or applicant. The request should go to one of 

the same persons to whom the employee or applicant would make the request. Where possible, the 

Commission will confirm with the employee or applicant that they, in fact, consent to the request for 

reasonable accommodation.

(8) Any Commission employee or job applicant may consult the RAC at reasonable 

accommodations@fmc.gov for further information or assistance in connection with requesting or

processing a request forreasonable accommodation.

(9) The Deciding Official will explain to the employee or job applicant the process as soon as

possible and, barring extenuating circumstances, this will occur no later than five (5) days following 

receipt of the request.

(10) To enable the Commission to keep accurate records regarding requests for 

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

completing Form FMC-195, Confirmation of Request for Reasonable Accommodation or if they are 

seeking an exception to the COVID-19 vaccination requirement, employees should complete Request for a 

Medical Exception to the COVID-19 Vaccination Requirement. Both documents are available on the FMC

Intranet and at Appendix A of this Order.
11

The OHR will provide and request the individual to complete the appropriate form(s). Forms 

are also available in a machine readable/accessible format for people with visual disabilities.

(11) Although the written confirmation should be made as soon as possible following the 

request, it is not a requirement for the reasonable accommodation process to begin. The Commission 

will begin processing a request as soon as it is made orally or in writing. When a reasonable 

accommodation is needed on a reoccurring basis, e.g., obtaining assistance of sign language 

interpreters or readers, the initial request is sufficient. In these circumstances, completing the form is 

not necessary for succeeding requests of the same accommodation; however, advance notice must 

be given each time the same accommodation is needed. 

Following a request, the requesting individual or third party, will engage in an interactive 

process to discuss the request, the process for determining whether an accommodation will be 

provided, and the potential accommodation(s) with the Deciding Official. Communication is a priority 

during the interactive process.

(12) The Deciding Official will have the principal responsibility for identifying possible 

accommodation(s) and will take a proactive approach in seeking out and considering possible 

accommodation(s), which includes consulting appropriate resources for assistance. The individual 

requesting the accommodation should also participate, to the extent it is possible, in helping to 

identify an effective accommodation.

(13) When a request for accommodation is made by a third party the Deciding Official will, 

when possible, confer with the individual with a disability or targeted disability to determine that they 

are requesting a reasonable accommodation. It may not be possible to confirm the request if the 

employee has, for example, been hospitalized for an acute condition. In this situation, the Deciding 

Official will process the third party's request and will consult directly with the individual needing the 

accommodation as soon as it is practicable.

(14) Ongoing interactive communication is particularly important when the specific limitation 

or barrier is unclear; when an effective accommodation is not obvious; or when the parties are 

considering different possible reasonable accommodations. In those cases when the disability, the 

need for accommodation, and the type of accommodation to be provided are clear, extensive 

discussions are not necessary. However, even when extensive discussion is not necessary, the Deciding

Official and the requesting individual will always ensure that there is a full exchange and understanding 

of relevant information.

(i) The Deciding Official who receives information in connection with a request for 
12

reasonable accommodation may share information connected with that request with other 

Commission officials, only when the information is necessary, to make a determination on a 

reasonable accommodation request or to facilitate necessary administrative functions of the 

Commission. Working in consultation with the Deciding Official, the OMD will review and advise 

whether a reasonable accommodation will impose an undue hardship upon the Commission. When 

considering budgetary limitations, Deciding Officials must consider all resources available to the 

Commission as a whole, excluding those designated by statute for a specific purpose that does not 

include reasonable accommodation.

(ii) When a request does not impose an undue hardship upon the Commission, the Deciding 

Official, together with the OMD, will coordinate with other offices to facilitate the provision of 

reasonable accommodation, procurement of adaptive equipment for computers, or identifying 

position vacancies available for reassignment of an employee as a reasonableaccommodation.

(15) There are specific considerations in the interactive process when responding to a specific 

request from Commission employees for reassignment as a reasonable accommodation:

(i) Reassignment will be considered only if no other accommodations are available to 

enable the individual to perform the essential functions of their current position.

(ii) In considering whether there are positions available for reassignment, the employee’s 

immediate supervisor/designee, will consult with the OMD and the Director, OHR, to identify: (1) 

vacant positions within the Commission for which the employee may be qualified, with or without 

reasonable accommodation; and (2) positions which OHR 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, FMC’s employment page, or 

speaking directly to the Commission’s Staffing Specialist. 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.

(16) Individuals with disabilities, applicants, the RAC, and Deciding Officials may utilize the 

resources found in Appendix A to identify and evaluate possible reasonable accommodations.

Section 6. Personal Assistance Services

(a) FMC is required to provide an employee with PAS, provided by a PAS provider, during 

work hours and job-related travel if:

(1) The employee requires such services because of a targeteddisability;
13

(2) The employee will be able to perform the essential functions of the job once PAS and 

any required reasonable accommodations have been provided;and

(3) Provision of such services would not impose undue hardship on the Commission. The 

Commission is not required to provide PAS to help employees commute to work. The Commission is 

required to provide PAS only when an employee is working or is on work-relatedtravel.

(b) PAS do not help employees with disabilities perform their specific job functions, such as 

reviewing documents or answering questions that come through a call-in center. PAS differ from 

services that help an employee to perform job-related tasks, such as sign language interpreters who 

enable individuals who are deaf to communicate with coworkers, and readers who enable individuals 

who are blind or have learning disabilities to read printed text. Those services are required as 

reasonable accommodation if the individual needs them because of a disability and providing them 

does not impose undue hardship on the agency. The Commission’s obligation to provide reasonable 

accommodations is independent of this order and the regulation itimplements.

(c) PAS differ from medical services and services that are typically performed by someone 

who often has the job title of “personal assistant.” PAS are non-medical services such as helping an 

individual take off and put on a coat, eat, and use therestroom.

(d) Selection and Use of PAS Providers

(1) Finding PAS Providers: Applicants for PAS provider positions may be found in the same 

way that applicantsfor other positions are located -- by advertising the opening on USAJOBS and other 

job posting boards. Additional resources include local vocational rehabilitation offices, American Job 

Centers, centers for independent living, home care agencies, and the individual who requested PAS. 

Additionally, some contractors are available through GSAAdvantage.

(2) Employee’s Choice of PAS Provider: If the Commission hires a PAS provider who will be 

assigned to a single employee, and if that employee prefers a provider (for example, because the 

provider has worked with them in the past), the Commission must give primary consideration to that

choice, to the extent permitted by law. However, it may not be possible to honor the employee’s 

preferences in all cases. The Commission may choose a different provider if, for example, the 

employee's preferred provider is not qualified or less qualified than another applicant; if the 

Commission decides to utilize a pool of shared providers instead of dedicated providers; for reasons 

of cost or convenience; or if FMC decides to have appropriate existing employees providePAS.

An employee may request permission to bring their own PAS provider to work as a reasonable 
14

accommodation (not as a PAS) if the employee does not request that the Commission assume the

cost of providing the services. However, if the employee wants the Commission to assume the cost of 

providing the services, the Commission may have reasons to choose a different provider, as 

discussed above.

(3) Terms of PAS Provider Employment: FMC may require PAS providers to provide PAS to 

more than one employee, as long as each employee entitled to PAS receives PAS in a timely manner. 

The Commission may assign non-PAS job functions to PAS providers, as long as these other duties do 

not interfere with provision of PAS and all employees who are entitled to PAS continue to receive them 

in a timely manner. These other duties could include work-related tasks that are required as a 

reasonable accommodation or work-related tasks that any assistant wouldprovide.

The Commission may not require a non-PAS provider employee to provide PAS to another

employee.

(e) Requesting PAS

(1) PAS is provided on a case-by-case basis to qualified employees with targeted disabilities.

(2) PAS as a reasonable accommodation may be requested by informing any supervisor in 

the employee’s chain of command that they need assistance with daily life activities because of a 

targeted disability. PAS requests will be processed in accordance with the procedures in this 

Commission Order.

(f) Denial of PAS Request

(1) The Commission is required to provide PAS only if the requesting employee is entitled to 

them under the regulations. Therefore, FMC may deny a request for PAS if:

(i) The requester is not an FMC employee;

(ii) The requester does not have a targeted disability;

(iii) The targeted disability does not create a need for PAS;

(iv) The requester is not able to perform the essential functions of the job, even with PAS 

and any reasonable accommodations;

(v) The requester would create a direct threat to safety on the job, even with PAS and any 
15

reasonable accommodations; or

(vi) Providing PAS would impose undue hardship on the Commission.

(2) The process for denying a PAS request is the same as that set forth in Section 10 of this 

Commission Order, except that “reasonable accommodation” is replaced with PAS, and FMC Form 196, 

Denial of Reasonable Accommodation/Personal Assistance Services Request will be used.

(g) Request for Reconsideration

The reconsideration processfor denials of requestsfor PAS isthe same asthat set forth in 

Section 11 of Commission Order, except that “reasonable accommodation” is replaced with PAS and 

the time frames in that section do not apply.

(h) Special Considerations under PAS

(1) Telework: An employee may be entitled to PAS while teleworking if the individual is 

eligible for PAS and telework under the agency's telework policy or as a reasonable accommodation, 

unless it causes undue hardship to the agency.

(2) FMC-Sponsored Events: The FMC will provide PAS for employees to participate in 

employer-sponsored events, to the same extent as we provide reasonable accommodations. The 

Rehabilitation Act requires reasonable accommodations that enable employees with disabilities to 

enjoy "benefits and privileges of employment," equal to those enjoyed by similarly situated employees 

without disabilities. Benefits and privileges of employment include physical access to spaces available 

to all employees (such as cafeterias or break rooms), employer-sponsored training, and employersponsored social events.

(3) Procuring Services: The FMC may use federal employees, independent contractors, or a

combination of employees and contractors. The FMCmay also utilize a pool of PAS providers,rather than 

assign one provider to each employee who needsone.

(4) FMC Employees: The FMC will not require an employee who does not provide PAS or 

similar services as part of their job to assist another employee with tasks such as eating and using the 

restroom. However, the regulations do not prohibit agencies from assigning the responsibility to

perform a personal assistance service to an existing employee who already performs a similar service 

as part of their regular job.

(5) Employee’s Own Provider: An employee may bring their own PAS provider to work 
16

instead of having the agency provide one if the employee does not request that the agency assume the 

cost of providing the services. However, if the employee wants the FMC to assume the cost of providing 

the services, the agency may have reasons (e.g., cost) to choose a differentprovider.

(6) Classified or Controlled Unclassified Information: If an individual's PAS provider would 

have access to personally identifiable information (PII), commercially sensitive information/data, law 

enforcement information, or classified information, the Commission will find a provider who has, or can 

timely obtain the appropriate security clearance or background investigation. The EEOC acknowledges 

that, under some circumstances, finding such a provider may be sufficiently difficult as to constitute an 

undue hardship. If an individual with a targeted disability is unable to perform essential job functions 

because an appropriate provider cannot be found, the agency may consider the individual to be 

unqualified for theposition.

Section 7. Time Frames for Processing Reasonable Accommodation Requests

(a) The Commission will process requests for reasonable accommodation and provide any 

necessary accommodations in an expeditious manner. However, 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.

(b) If a request for an accommodation can be processed by the Deciding Official without 

supporting medical information, and no extenuating circumstances apply, the request shall be 

processed. The accommodation shall be provided, to the extent administratively feasible, no more 

than twenty (20) business days from the date the request was received. 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. Failure to meet this time frame 

solely because an immediate supervisor delayed processing the request is not an extenuating 

circumstance. (See Sections 7(d) and 7(e) for information on “extenuating circumstances.”)

(c) If the Deciding Official determines that supporting information needs to be submitted 

with the request, the 20-day period is suspended on the date the request is made and resumes when 

the supporting documentation is received. For example, on day 10, the Commission requests medical 

information from the requestor; two weeks later, the requestor submits the documentation which then 

begins day 11.

(d) After the supporting documentation is received and the process resumes, the decision 

shall be made and the accommodation, if granted, will be provided within 20 business days. For 

example, on day 10, the Commission requests medical information from the requestor, Day 11 would 

begin when the requestor submits the information.
17

(e) Expedited Processing: A request for reasonable accommodation may require an 

expedited review and decision in less than the 20 business days prescribed in Sections 7(1)(a) and 

7(1)(b). These are some examples when an expedited process shall occur when a reasonable 

accommodation is needed; other situations may also arise in which expedited processing is necessary:

(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, there may be a need to 

expedite a request for reasonable accommodation in order to ensure that an applicant with a disability 

has an equal opportunity to apply for a job.

(2) To enable an employee to attend a meeting scheduled to occur sooner than the 20

business days allotted. For example, an employee may need a sign language interpreter for a meeting 

scheduled to take place in a shorttime.

(f) Extenuating circumstances are factors that could not reasonably have been anticipated 

or avoided in advance of the request for accommodation. When extenuating circumstances exist, the 

time for processing a request for reasonable accommodation and providing the accommodation will 

be extended as reasonably necessary. It is the Commission's policy that extensions based on 

extenuating circumstances should be limited to situations where they are strictly necessary. All 

Commission staff are expected to act as quickly as reasonably possible in processing requests and 

providing accommodations. The following are examples of extenuating circumstances:

(1) There is an outstanding initial or follow-up request forinformation;

(2) The purchase of assistive devices or other accommodative equipment may take longer 

than 20 business days because of contract or procurement requirements;

(3) Assistive devices or other accommodative equipment is out of stock, the vendor typically 

used by the Commission for these goods or services has unexpectedly gone out of business, or the 

vendor cannot promptly supply the needed goods or services and another vendor is not immediately

available;

(4) Contracting for a PAS provider meeting the specific needs of the employee, and who has,

or can timely obtain, the appropriate security clearance or background investigation required due

to access to PII, other controlled unclassified information, or classified information may require 

extended efforts or prove unavailing in some circumstances; and

(5) The employee with a disability needs to work with the equipment on a trial basis to 
18

ensure that it is effective before the Commission purchases the equipment.

(g) Extenuating circumstances cover limited situations in which unforeseen or unavoidable 

events prevent prompt processing and delivery of an accommodation. The Commission may not delay 

processing or providing an accommodation because a particular staff member is unavailable. When 

extenuating circumstances are present, as described in Section 7(3), the Deciding Official must notify 

the individual in writing of the reason for the delay, and the approximate date on which a decision, or 

provision of the reasonable accommodation, is expected. Any further developments or changes will 

be communicated promptly to the individual.

(1) If there is a delay in providing an accommodation, the Deciding Official must notify the 

individual of the reason for the delay, including any extenuating circumstances that justify the delay 

and the date which the Commission expects to complete the process. The Deciding Official shall 

provide temporary interim accommodation(s) to assist the employee. This may include providing the 

requested accommodation on a temporary basis. In addition, the Deciding Official may provide 

measures that are not reasonable accommodations within the meaning of the law (e.g., temporary 

removal of an essential function) if doing so does not interfere with the operations of the Commission, 

and the applicant or employee is informed that they are being provided only on a temporary, interim 

basis. For example, there may be a delay in receiving adaptive equipment for an employee with a vision 

impairment. During the delay, the Deciding Official might arrange for other employees to act as 

readers. This temporary measure may not be as effective as the adaptive equipment, but it will allow 

the employee to perform as much of the job as possible until the equipmentarrives.

(2) If a delay is attributable to the need to obtain or evaluate documentation and the 

Commission has not yet determined that the individual is entitled to an accommodation, the

Commission may also provide an accommodation on a temporary basis. In such a case, the Deciding 

Official will notify the individual in writing that the accommodation is being provided on a temporary 

basis, pending a decision on the request.

(h) The Deciding Official providing the temporary measures is responsible for assuring that 

they do not take the place of a permanent accommodation and that all necessary steps to secure the 

permanent accommodation are being taken.

Section 8. Request for Documentation

(a) The Commission is entitled to verify that an employee or applicant requesting a 

reasonable accommodation has a covered disability. In cases when the disability and need for 

accommodation are obvious or when the employee or applicant has already provided the Commission 

with sufficient information to document the existence of the disability and their functional limitations, 

the Commission will not seek any supporting documentation or information. Otherwise, the 
19

Commission will request reasonable supporting information regarding the disability and associated 

functional limitations. Reasonable documentation is documentation needed to determine that a

person has a disability or targeted disability and what, if any, reasonable accommodation would be 

most effective.

(b) Whenrequestingmedical informationtosubstantiate thattheindividualhas adisability as 

defined by the Rehabilitation Act, as amended, or ADA and needs a reasonable accommodation, only 

necessary information will be requested. The Commission’s requests for further information will 

follow the standards set forth in the Policy Guidance on Executive Order 13164: Establishing

Procedures to Facilitate the Provision of ReasonableAccommodation.

(c) The Deciding Official, with the assistance of the RAC, will make a determination if further 

information is necessary. If it is unnecessary, the request for accommodation will be processed.

(1) The Deciding Official, with guidance from the RAC and the HR Director, will require 

information about the disability and/or its functional limitations except when the disability and need 

for accommodation are obvious or when the employee or applicant has already provided the 

Commission with sufficient information to document the existence of the disability and their

functional limitations. The information may be obtained from the individual, and/or the appropriate 

professional, such as a doctor, social worker, or rehabilitation counselor. All requests for information 

will describe the nature of the job, the essential functions the individual is expected to perform, and 

any other relevant information. The medical information request will only pertain to the nature of the 

requested reasonable accommodation. Supporting documentation will be provided directly to the 

RAC.

(2) The Commission may request information regarding:

(i) The nature, severity, and duration of the individual’simpairment;

(ii) The activity or activities that the impairmentlimits;

(iii) The extent to which the impairment limitsthe individual’s ability to perform the activity 

or activities; and/or

(iv) Why the individual requires reasonable accommodation, the particular reasonable 

accommodation requested, as well as how the reasonable accommodation will assist the individual to 

apply for a job, perform the essential functions of the job, or enjoy a benefit of the workplace.

(3) If necessary, the RAC may evaluate the information in consultation with a physician 
20

chosen by the Commission at the agency’s expense.

(4) If the information provided by the health professional (or the information volunteered 

by the individual requesting the accommodation) is insufficient to enable the Commission to 

determine whether an accommodation is appropriate, the Deciding Official, will request additional 

information.

(i) A specific explanation will be provided to the individual seeking the accommodation 

clarifying why the information is insufficient and what additional information is necessary for the 

Commission to make a determination.

(ii) The individual will ask the health care provider or other appropriate professional to 

provide the missing information or will sign a limited release for the Commission to obtain necessary 

information from health care professionals or the individual's personalphysician.

(d) The Deciding Official and the RAC, may request that the individual be examined by a 

physician chosen by the Commission, if necessary, to make a determination, at the agency’s expense, 

but only if the individual has provided insufficient information from their own health care provider or 

other appropriate professional to substantiate the existence of a disability and the need for reasonable

accommodation.

The Commission is prohibited from requesting or requiring genetic information, except as 

specifically authorized by law.

(e) With the permission of the individual requesting a reasonable accommodation, the 

Deciding Official will provide, if necessary, any additional relevant information about the individual's 

functional limitations to the health care provider.

(f) Failure to provide the requested or appropriate information, or failure to cooperate in 

the Commission's efforts to obtain such information, may result in a denial of the reasonable 

accommodation.

Section 9. Granting a Reasonable Accommodation

(a) Following a determination that a reasonable accommodation will be provided; the 

decision will immediately be communicated to the individual either verbally or by written notice. If 

the accommodation cannot be provided immediately, the individual will be advised of the projected 

time frame for providing the accommodation.

(b) Deciding Officials must ensure that requests for accommodation are not denied for reasons 
21

of cost, and that individuals with disabilities are not excluded from employment due to the anticipated 

cost of a reasonable accommodation, if the resources available to the agency as a whole, excluding those 

designated by statute for a specific purpose that does not include reasonable accommodation, would 

enable it to provide an effective reasonable accommodation without undue hardship.

(c) Resources for reasonable accommodations can be found in Appendix A of this 

Commission Order.

(d) If the individual requested a specific accommodation and an alternative accommodation 

is granted, the Deciding Official should inform the individual of the reasons why the alternative 

accommodation granted is the most appropriate and effectiveaccommodation.

(e) If the effectiveness of a granted accommodation decreases due to circumstances such 

as the progressive nature of the disability or technological advances, the individual may request that 

the previously granted accommodation be reviewed and updated.

Section 10. Denial of Reasonable Accommodation

(a) When a determination is made to deny a request for reasonable accommodation, or if 

an alternative or modified accommodation has been granted, the Deciding Official will provide a 

completed FMC-196, Denial of Reasonable Accommodation/Personal Assistance Services (PAS) 

Request (available on FMC Intranet), to the individual who requested the accommodation at the time 

the request for reasonable accommodation is denied. The Denial of Reasonable 

Accommodation/Personal Assistance Services (PAS) Request can be made in accessible formats, if 

requested. The explanation for the denial will be written in plain language, clearly stating the specific 

reasons for the denial. Where a specific requested accommodation is denied, but a different 

accommodation is offered in its place which was not agreed to during the review process, the denial 

notice should explain both the reasons for the denial of the requested accommodation and the 

reasons that the Deciding Official believes that the chosen accommodation will be effective.

(b) Reasons for the denial of a request for reasonable accommodation will include the 

following information, as applicable:

(1) A statement that the requested accommodation would not be effective andwhy;

(2) The reason(s) why providing the requested accommodation would result in undue 

hardship for the Commission;

(3) The reason(s) why the submitted information is inadequate to establish that the 
22

individual has a disability and/or needs a reasonable accommodation;

(4) The fact that the requested accommodation would require the removal of an essential 

function; or

(5) The requested accommodation would require the lowering of a performance or 

production standard.

(c) The written notice of denial will include information about the individual’s right to 

request a reconsideration of the decision, to file an EEO complaint, or to invoke other statutory 

processes, as appropriate, as well as the availability of the Alternative Dispute Resolution (ADR) 

process.

Section 11. Requests for Reconsideration

(a) An individual may request reconsideration of a denial of reasonable accommodation 

within 15 business days of receiving a decision. The individual may use the EEO ADR process to obtain 

prompt reconsideration of a denial of reasonable accommodation.

(b) If an individual wishes reconsideration, they should first ask the Deciding Official to 

reconsider the decision. The individual may present additional information in support of their request.

The Deciding Official will respond to the request for reconsideration within ten business days. If the 

denying official does not reverse the decision, the individual may request reconsideration from the 

Managing Director, who will respond to the request for reconsideration within ten business days. 

Employees directly under the supervision of the Managing Director may request reconsideration from 

the Chairman of the Commission, who will respond to the request within 15 businessdays.

(c) Pursuing ADR procedures, including seeking reconsideration from the Deciding Official, 

will not affect the time limits for initiating statutory claims. An individual's participation in any or all

reconsideration processes do not satisfy the requirements for bringing a claim under EEO, MSPB or 

other statutory procedures.

Section 12. Tracking and Reporting

(a) The Deciding Official will complete Form FMC-197, Reasonable Accommodation or PAS 

Information Reporting Form (available on the FMC intranet) and submit it to the RAC within ten 

business days of the decision with all information, including medical information received, as part of 

processing the request.

(b) The RAC will maintain a system of tracking the following:
23

(1) The number and types of reasonable accommodations by type that have been requested 

in the application process and whether those requests have been granted ordenied;

(2) Whether the accommodation was needed to apply for a job;

(3) The jobs (occupational series, grade level, and agency component) for which reasonable 

accommodations have been requested;

(4) The types of reasonable accommodations that have been requested for each of those

jobs;

(5) Whether the accommodation was needed to perform the essential functions ofa

job;

(6) The number and types of reasonable accommodations for each job, by FMC component,

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

(7) The number and types of requests for reasonable accommodations that relate to the 

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

(8) The reasons for denial of requests for reasonable accommodation;

(9) The identity of the deciding official;

(10) The amount of time taken to process each request for reasonable accommodation; and

(11) The sources of technical assistance that have been consulted in trying to identify possible 

reasonable accommodations.

(c) Per Section 13. Records Management, the RAC will maintain these records for the 

remainder of the disabled individual's tenure with the Commission or three years, whichever islonger.

Cumulative tracking information and records will be retained for three years.

(d) Any Commission employee or job applicant may consult the RAC at reasonableaccommodations@fmc.gov to request an update on their reasonable accommodationrequest.
24

Section 13. Records Management

(a) Medical and related information obtained in connection with the reasonable 

accommodation process will be kept in a separate confidential file and will not be placed in the 

individual’s Official Personnel Folder. All information obtained will be treated in a confidential manner 

and will be available only to those individuals identified below.

(1) The RAC will maintain custody of all records obtained or created during the processing 

of a request for reasonable accommodation, including medical records. All records will be maintained 

in accordance with the ADA.

The RAC will maintain these records for the remainder of the disabled individual's tenure with

the Commission or three years, whichever islonger. Cumulative tracking information and records will be 

retained for three years.

(2) This information may be disclosed only to the following:

(i) Managers and agency personnel who need to know may be told about necessary 

restrictions on the work or duties of the individual and about the necessary accommodation(s), but 

medical information will only be disclosed if strictly necessary;

(ii) First aid and safety personnel may be informed, when appropriate,should the disability 

ever require emergency treatment;

(iii) Government officials may be given necessary information in order to investigate the 

Commission's compliance with the Rehabilitation Act and the ADA;and

(iv) Workers’ compensation offices or insurance carriers.

(b) Whenever information concerning reasonable accommodation is disclosed, the 

individual disclosing the information will advise the recipients of the confidentiality requirements of 

this section.

Section 14. Statutory Claims

(a) This policy is in addition to statutory protection for persons with disabilities and the 

remedies they provide for the denial of requests for reasonable accommodation. Requirements 

governing the initiation of statutory claims, including time frames for filing such claims, remain 

unchanged.

(1) An individual who chooses to pursue statutory remedies for denial of reasonable 
25

accommodation may file an EEO complaint within 45 days from the date of receipt of the written 

notice of denial, regardless of whether the applicant or employee participates in an informal dispute 

resolution process, or

(2) Initiate an appeal to the Merit Systems Protection Board within 30 days of an appealable 

adverse action as defined in 5 CFR. 1201.3.

(b) If a member of the OEEO staff has had any involvement in the processing of the request 

for reasonable accommodation, that staff member will recuse themself from any involvement in the

processing of an EEO counseling contact or complaint in connection with that request.

Section 15. Applicability of Other Laws and Directives

Provisions of this Order are subject to modification by changes in pertinent statutes, regulations 

and controlling issuances by authority outside the Commission. In such cases, and until the Order is 

modified, applicable provisions of the Order will be considered automatically amended or superseded, 

effective on the date specified in such controlling issuance.

Section 16. No Right or Benefit

This Commission Order is not intended to create any right or benefit, substantive or procedural, 

enforceable at law by a person against the United States, the Commission, its officers or employees, 

or any person.

Daniel B. Maffei

Chairman
26

Appendix A. Reasonable Accommodation Forms and Letters

CONFIRMATION OF REQUEST FOR REASONABLE ACCOMMODATION/ 

PERSONAL ASSISTANCE SERVICES (PAS)

FMC-195

1.

Applicant’s or Employee’s Name

Name of Individual Completing Form (if other than 

Applicant or Employee)

Today’s Date:

Date of Request: _

Supporting Documentation: O yes O no

Applicant’s or Employee’s Telephone No.

Employee’s Office or Applicant’s Address

2. ACCOMMODATION/PAS REQUESTED (Be as specific as possible, e.g., adaptive equipment, reader, 

interpreter, etc. Please note, PAS are not available to applicants, per 29 C.F.R. § 203 (5)(i).)

3. REASON FOR REQUEST

If accommodation/PAS is time sensitive, please explain:

Return Form to Reasonable Accommodation Coordinator

(Reasonable Accommodation Coordinator will assign number)

4. Request No. :

 Please attach supporting documentation regarding your disability and need for accommodation. 

 The Commission may also seek additional information if necessary. 

 The Commission does not require any supporting documentation or information when the disability and need for accommodation are obvious or

when the employee or applicant has already provided the Commission with sufficient information to document the existence of the disability and 

their functional limitations.

 The Privacy Act of 1974, 5 U.S.C. §552a rules apply.
27

DENIAL OF REQUEST FOR REASONABLE ACCOMMODATION/ 

PERSONAL ASSISTANCE SERVICES (PAS)

FMC-196

1. Applicant/Employee’s Information

Name:

Phone:

Address:

Email:

Duty Station:

2. Request Information

Request Number: 

Type of Request: RA or PAS

3. TYPE OF ACCOMMODATION/PAS REQUESTED (Be as specific as possible, e.g., adaptive equipment, 

reader, interpreter, etc. Please note, PAS are not available to applicants, per 29 C.F.R. § 203 (5)(i).)

4. REQUEST FOR REASONABLE ACCOMMODATION/PAS DENIED BECAUSE: (check all thatapply)

o Accommodation/PAS ineffective

o Accommodation/PAS would cause undue hardship

o Medical documentation inadequate

o Accommodation/PAS would require removal of an essentialfunction

o Accommodation/PAS would require lowering of performance or productionstandard

o Other (please identify)

Return Form to Reasonable Accommodation Coordinator

5. DETAILED REASON(S) FOR THE DENIAL OF REASONABLE ACCOMMODATION/PAS (e.g., why 

accommodation/PAS is ineffective or causes undue hardship; was an alternative accommodation offered, 

etc.)
28

If an individual wishes to request for reconsideration of this decision, they should note the following:

• The request for reconsideration must be filed within 15days of receiving the decision. The request for 

reconsideration must be in writing and state the specific reason(s) the decision is being appealed and the 

reliefrequested.

• Requests for reconsideration should be sent to the RAC. Specific contact information for where, and to 

whom, appeals should be sent will be detailed in the decision.

• Requests for reconsideration will be handled by a panel of three FMC Office Directors, designated by the 

Chairman, and not involved in the initial decision.

For denials of reasonable accommodation requests, if an individual wishes to file an EEO complaint, or pursue 

Merit Systems Protection Board procedures, they must do the following:

• For an EEO complaint pursuant to 29 C.F.R. part 1614, contact an EEO counselor in the Office of Equal 

Employment Opportunity within 45 days from the date of this notice of denial of reasonable 

accommodation, regardless if they participated in informal mediation;or

• Initiate an appeal to the Merit Systems Protection Board within 30 days of an appealable adverse action 

as defined in 5 C.F.R. §1201.3. 

Deciding Office Name (Print) Deciding Official Name (Signature)

Date reasonable accommodation/PASdenied:
29

REASONABLE ACCOMMODATION/PERSONAL ASSISTANCE SERVICES (PAS) INFORMATION REPORTING FORM

Name of individual requesting reasonable accommodation/PAS:

Employee’s Office or Applicant’s Home Address:

1. Reasonable accommodation/PAS:(check one)

Approved

Denied (if denied, attach copy of the written denial letter/memo.)

2. Date reasonable accommodation/PAS requested: 

Request received by: 

If an employee, name of immediate supervisor: 

3. Date reasonable accommodation/PAS approved ordenied: 

4. Date reasonable accommodation/PAS provided (if different from date approved): 

5. If time frames outlined in the Reasonable Accommodation/PAS Procedures were not met, 

please explainwhy:

6. Job held or desired by individual requesting reasonable accommodation/PAS (include 

occupational series, grade level, andoffice):

7. Reasonable accommodation/PAS needed for: (check one) 

Application process

Performing job functions or accessing the work environment

Accessing a benefit or privilege of employment (e.g., attending a training program)
30

FMC Commission Order

8. Type(s) of reasonable accommodation/PAS requested (e.g., adaptive equipment, 

removal of architecturalbarrier):

9. Type(s) of reasonable accommodation/PAS provided (if different from what was 

requested):

10. Was medical information required to process this request? If yes, explainwhy:

11. Sources of technical assistance, if any, consulted in trying to identify possible 

reasonable accommodations/PAS (e.g., Job Accommodation Network, disability 

organization, DOD Computer/Electronic Accommodations Program (CAP), orRAC):

12. Comments:

Submitted by: Phone: 
31
32
33
34
35
36

FMC Commission Order

Appendix B. Reasonable Accommodation Resources

Reasonable Accommodation Resources 

pursuant to 29 C.F.R. § 1614.203(d)(3)(i)(W)

U.S. Equal Employment Opportunity Commission

1-800-669-3362 (Voice) 1-800-800-3302 (TT)

EEOC has published many ADA and Rehabilitation Act-related documents that may assist both 

individualsrequesting accommodations as well as those involved in the decision-making process. 

Most of these documents are available at www.eeoc.gov.

EEOC Resources include, but not limited to:

Questions and Answers: Policy Guidance on Executive Order 13164: Establishing Procedures to 

Facilitate the Provision of Reasonable Accommodation

Questions and Answers: Policy Guidance on Executive Order 13164: Establishing Procedures to 

Facilitate the Provision of Reasonable Accommodation, Enforcement Guidance on Reasonable 

Accommodation and Undue Hardship under the ADA,

Enforcement Guidance: Disability-Related Inquiries and Medical Examinations of Employees 

Under the Americans With Disabilities Act (ADA)

Job Accommodation Network (JAN)

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

http://janweb.icdi.wvu.edu/.

A service of the Office of Disability Employment Policy, JAN can provide information, free-ofcharge, about many types of reasonable accommodations and provide referrals to other 

organizations that may have particular information about accommodations for persons with 

different disabilities.

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. The DBTACs can provide information on reasonable accommodation 

and make referrals to local sources of expertise in reasonableaccommodations.

Registry of Interpreters for the Deaf

(301) 608-0050 (Voice/TT)

The Registry offers information on locating and using interpreters and transliteration services.
37

FMC Commission Order

RESNA Technical Assistance Project

(703) 524-6686 (Voice) (703) 524-6639 (TT)

http://www.resna.org

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.

Computer/Electronic Accommodations Program (CAP)

http://www.tricare.osd.mil/cap

The Computer/Electronic Accommodations Program (CAP) provides assistive technology, 

devices, and services free of charge to Federal agencies, such as FMC, that have a partnership 

agreement with CAP, to enable the agencies to provide reasonable accommodation to employees 

with disabilities. CAP's mission is to ensure that people with disabilities have equal access to the 

information environment and opportunities throughout the Federal government. Form 479

should be completed to request assistive technology and services.