SSA's Hiring Initiative

Reasonable Accommodations

BACKGROUND

A reasonable accommodation is any modification or adjustment to a job or change in the work environment that enables a person with a disability to compete equally or perform the essential functions of the position.  Reasonable accommodation also includes adjustments to assure that a person with a disability has equal benefits and privileges of employment enjoyed by other similarly situated employees without disabilities.  The accommodation must be job related and not for personal use (e.g. hearing aids, prosthetic devices, wheelchairs, and transportation to work). 

REQUIREMENTS

A request for reasonable accommodation can be made verbally or in writing. 

The need for reasonable accommodation is determined on a case-by-case basis, considering the following:  the individual’s specific disability and existing limitations to the performance of a job function, the essential duties of the job, the work environment, and the feasibility of the proposed accommodation. 

Medical documentation may be needed to support a request.  If so, the documentation should include information necessary to establish the existence of a disability and the medical basis for a reasonable accommodation.  The SSA Medical Office is available to provide medical opinions on evidence submitted in support of a reasonable accommodation request.

Effective communication is crucial.  The employee and the manager must engage in an interactive discussion to clearly identify the nature of the employee’s limitation and what form of accommodation might be necessary.

EXAMPLES OF REASONABLE ACCOMMODATIONS

Examples of accommodations that an employee may receive include:

• Assistive Technology – Such as screen reader software; screen magnification software; voice recognition software;  refreshable Braille display; Braille translation software; Braille embosser; optical character recognition (OCR) software; integrated TTY/modem software; specialized keyboards/pointing devices; supplemental devices which  meet a variety of needs to improve accessibility (e.g., Braille/voice notetakers, telephone amplification devices, OCR scanner, document magnification devices).
• Readers and Assistants – Some employees with visual and mobility impairments may need a reader or personal assistant to help them perform essential job functions. 
• Interpreter Services – Interpreter services for deaf and hard of hearing employees are available for many situations such as training classes, meetings, job interviews and other events where interpreters are needed to facilitate communication. 
• Specialized Training on the Use of Assistive Devices – Expert training is provided to ensure that employees achieve and maintain a high level of proficiency.  Training on the use of the assistive devices should be provided prior to the employee’s entry level programmatic training.