![]() ![]() Example: If an individual has requested a change or modification in the work environment or standard procedures to enable that individual to enjoy equal employment opportunities, which includes a benefit of employment, this request is the first step in the informal interactive process.Example: If due to a medical condition an individual has raised an accessibility concern, such as wheelchair access to the office, this is a valid reasonable accommodation request.A reasonable accommodation request does not explicitly have to include the phrase “reasonable accommodation.".Listed below are some important facts to remember about reasonable accommodation requests: Managers and supervisors need to engage interactively with the person requesting a reasonable accommodation as stated in DOT Order 1011.1, “Procedures for Processing Reasonable Accommodation Requests from Employees and Applicants for Employment with Disabilities,” when processing a request for reasonable accommodation. § 791), DOT must provide reasonable accommodations to the known physical and mental limitations of qualified applicants and employees with disabilities in the workplace, unless it can demonstrate that an undue hardship would be imposed on the operation of the agency’s program. Under Section 501 of the Rehabilitation Act of 1973, as amended (29 U.S.C. Section 501 of the Rehabilitation Act of 1973 and Reasonable Accommodations ![]() Please let any of us know if you have any questions regarding the following material, or any suggestions on what we can do in order to ensure equal access to our workplace and programs. Thank you for all of the hard work you do. ![]() Contact Information and Resources for Assistance.Section 508 of the Rehabilitation Act of 1973 and Technology Accessibility.Section 504 of the Rehabilitation Act of 1973 and Accessible Programs.Section 501 of the Rehabilitation Act of 1973 and Reasonable Accommodations.This memorandum contains four sections, which are as follows: Everyone needs to be informed about these important references, services, and procedures mentioned in this memorandum, because we are all individually responsible for ensuring that accessibility standards are met and that the DOT sponsored activities comply with the law. In addition, take the time to advise your employees about their rights and obligations under the applicable workplace disability laws. Please distribute this memorandum to all senior management and supervisory personnel. These offices are available to help your staff through the disability accommodation process. It is important to remember that the DOT has three offices that assist with facilities, assistive technology, and equal employment access issues. As we work towards ensuring the DOT’s goal of being a model employer by ensuring that our sponsored activities, events, and electronic information technologies (EIT) meet the required workplace accessibility standards, we want to take the opportunity to remind DOT employees about their program accessibility responsibilities, as well. Department of Transportation (DOT) is committed to ensuring its programs and activities are accessible to all individuals, including persons with disabilities. ![]()
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