The U.S. National Science Foundation is dedicated to supporting individuals with disabilities by providing Reasonable Accommodations in the workplace, enabling them to perform essential job duties and thrive in their roles.
What is a Reasonable Accommodation?
A Reasonable Accommodation is an adjustment or modification to the work environment that enables a qualified person with a disability to apply for a job, perform essential duties or enjoy the benefits and privileges of employment.
The "Rehabilitation Act of 1973" requires NSF to provide Reasonable Accommodations to qualified federal employees and applicants. The NSF Office of Civil Rights (NSF OCR) is available to provide support and resources about the accommodation process and obtain the necessary solutions for different situations.
Examples of Reasonable Accommodations:
- Interpreting services like American Sign Language.
- Modification of job duties.
- Accessible workspaces or changes to workplace environments.
- Assistive technologies or support services.
- Changes to application or hiring processes.
Summary of the Reasonable Accommodations process
Step 1: Request
Requests can be made orally, in writing or through the NSF e-file system and can be submitted by an applicant, employee, representative, supervisor or any NSF personnel.
Step 2: Documentation
The Disability Program Manager (DPM) will request any necessary documentation about the disability and will determine the nexus, or link, between your medical condition and the essential functions of your job.
Step 3: Interactive process
The DPM, the supervisor and the employee or applicant will engage in a collaborative, good-faith dialogue to evaluate and understand the limitations and identify effective solutions.
Step 4: Decision
Following the interactive process, the agency issues a formal written decision for one of the following outcomes:
- Approval.
- Alternative accommodation.
- Denial of accommodation.
Step 5: Implementation
This stage involves the physical delivery of equipment, the modification of work schedules, the provision of specialized services and more
Step 6: Reconsideration and appeals
If an accommodation is denied, the requester can submit a request for reconsideration.
Personal Assistance Services (PAS)
Personal Assistance Services (PAS) are services that help employees with targeted disabilities perform basic daily activities they would typically do if they did not have a disability. This may include assistance with activities such as eating, using the restroom or navigating the workplace. PAS are provided during work hours and are distinct from reasonable accommodations, which focus on enabling job performance.
As of Jan. 3, 2018, federal agencies are required to provide PAS to qualified employees with targeted disabilities under regulations issued by the U.S. Equal Employment Opportunity Commission. This requirement strengthens the federal government's commitment to being a model employer for individuals with disabilities.
Employees are eligible for PAS if they:
- Have a targeted disability (a subset of disabilities identified by the federal government as particularly severe), and
- Require assistance with basic personal activities during the workday, and
- Are able to perform the essential functions of their position, with or without reasonable accommodation.
PAS are provided free of charge to the employee and are determined through an interactive process, similar to the reasonable accommodation procedures.