On August 28, 2008, the EEOC issued a new question and answer document aimed at increasing the federal employment opportunities for people with disabilities. This new publication answers frequently asked questions about what the law both allows and requires federal agencies to do with respect to the hiring and employment of individuals with disabilities.
As per Section 501 of the Rehabilitation Act of 1973 (Section 501), federal agencies are charged with promoting the hiring and retention of individuals with disabilities by becoming a model employer of individuals with disabilities and ensuring employment non-discrimination and reasonable accommodation.
Section 501 requires all agencies, regardless of their size, to have an affirmative action program plan for individuals with disabilities. Under Section 501, a “disability” means: (1) a physical or mental impairment that substantially limits one or more major life activities; (2) a record of a substantially limiting impairment; or (3) being regarded (i.e. treated) as having a substantially limiting impairment.
In January 2008, the EEOC issued a report detailing its assessment of federal agencies’ efforts in this area, and specifically suggesting improvements agencies could undertake to increase the number of federal employees with certain targeted disabilities.
This new question & answer document covers frequently asked questions ranging from Schedule A appointment authority for individuals with targeted disabilities, to the processing of employee requests for reasonable accommodations. This document is an especially helpful reference for federal employees with disabilities as it clearly outlines the obligations of federal agencies as it relates to the employment and reasonable accommodation of employees with disabilities. For more information, the question & answer document can be found at http://www.eeoc.gov/federal/qanda-employment-with-disabilities.html
As per Section 501 of the Rehabilitation Act of 1973 (Section 501), federal agencies are charged with promoting the hiring and retention of individuals with disabilities by becoming a model employer of individuals with disabilities and ensuring employment non-discrimination and reasonable accommodation.
Section 501 requires all agencies, regardless of their size, to have an affirmative action program plan for individuals with disabilities. Under Section 501, a “disability” means: (1) a physical or mental impairment that substantially limits one or more major life activities; (2) a record of a substantially limiting impairment; or (3) being regarded (i.e. treated) as having a substantially limiting impairment.
In January 2008, the EEOC issued a report detailing its assessment of federal agencies’ efforts in this area, and specifically suggesting improvements agencies could undertake to increase the number of federal employees with certain targeted disabilities.
This new question & answer document covers frequently asked questions ranging from Schedule A appointment authority for individuals with targeted disabilities, to the processing of employee requests for reasonable accommodations. This document is an especially helpful reference for federal employees with disabilities as it clearly outlines the obligations of federal agencies as it relates to the employment and reasonable accommodation of employees with disabilities. For more information, the question & answer document can be found at http://www.eeoc.gov/federal/qanda-employment-with-disabilities.html
If you would like to discuss your federal employment issue, please contact Ms. Whitfield for a consultation at 301.869.8774, or via the online consultation form.
This blog is not intended to provide legal advice or representation, but rather to provide very general information regarding a variety of subject areas. The viewing of the information contained on this blog does not create or establish an attorney-client relationship. Further, this information should not be relied upon without first consulting with an attorney regarding your specific situation.
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