[Nd-talk] FW: Summer 2018 NASA Internships: Reasonable Accommodation Brochure Attached

[Milton Ota]

From: Silberman, Kenneth A. (GSFC-1600)
[mailto:kenneth.a.silberman at nasa.gov] 
Sent: Wednesday, January 31, 2018 11:29 AM
To: Silberman, Kenneth A. (GSFC-1600) <kenneth.a.silberman at nasa.gov>
Subject: Summer 2018 NASA Internships: Reasonable Accommodation Brochure
Attached

 

Brochure- RA GSFC FINAL-2016.pdf

National Aeronautics and 

Space Administration 

www.nasa.gov 

Equal Opportunity Programs Office 

Reasonable 

Accommodations 

for Employees & 

Applicants with 

Disabilities 

Eliminating Barriers to 

Equal Employment Opportunities 

at GSFC 

Equal Opportunity 

Programs Office 

Margareth Bennett 

Director 

Llauryn Iglehart 

Deputy Director 

EEO Compliance Program 

Management Directive - 715 Program 

Special Emphasis Programs 

Equality is one of the most fundamental 

principles of our nation's heritage. The 

Equal Opportunity Programs Office 

provides agency-wide leadership and 

advice on issues of civil rights, 

equal employment opportunity, diversity, 

and reasonable accommodations. 

For more information, 

please contact: 

Equal Opportunity Program Office 

Goddard Space Flight Center 

Building 8, Room 445 

Greenbelt, MD 20771 

Main Number: (301) 286-7348 

Fax Number: (301) 286- 0298 

What is the Timeframe for a Decision? 

Services Provided: 

What if a Request for 

Accomodation is Denied? 

Generally, requests will be approved or denied 

within thirty (30) calendar days from either the date 

of the employee's initial request or the receipt of 

any required medical documentation. 

Reasonable Accommodations at GSFC 

http://eeo.gsfc.nasa.gov/disabilityProgram-raoverview.

html 

GSFC Sign Language Services 

https://eaas.gsfc.nasa.gov/login.cfm 

Assistive Technology Demonstration Lab 

http://eeo.gsfc.nasa.gov/pdf/AT-Lab- 

TriFoldA.pdf 

If a request for reasonable accommodation is 

denied by the Agency, the employee will: 

. receive written notification of the reason(s) 

for denial and/or the modification of 

accommodation request, and 

. be informed of his/her rights to file for 

reconsideration, file a grievance, or initiate 

the EEO complaint process. 

EOPO: Striving For Excellence, Achieving Results

is committed to the principles of equal employment 

opportunity for all employees and applicants for 

employment. GSFC recognizes that all Center 

employees need a variety of resources and support to 

work efficiently to achieve the goals of the Agency. 

In accordance with the Rehabilitation Act of 1973 

(Rehab Act), the 1992 amendments to the Rehab Act 

(requiring the application of the standards set forth in 

the Americans with Disabilities Act of 1990 (ADA), the 

Americans with Disabilities Act Amendments Act of 

2008 (ADAAA), and the Equal Employment Opportunity 

Commission's (EEOC) Enforcement Guidance, 

"Reasonable Accommodation and Undue Hardship 

Under the Americans with Disabilities Act," the Center 

is required to provide reasonable accommodation(s) 

for the known physical or mental limitations of 

qualified employees and applicants with disabilities 

unless it can be shown that such accommodation(s) 

would impose an undue hardship on the Agency. 

What is a Reasonable Accommodation? 

In general, a reasonable accommodation is any 

change in the work environment or operating 

procedures that enables a qualified individual with a 

disability to enjoy equal employment opportunities. 

Reasonable accommodations can be requested to 

assist with the job application process, aid with job 

performance, and/or further the benefits and 

privileges of employment. 

What is an example of a Reasonable 

Accommodation I can request? 

Common types of accommodation include: 

. providing equipment or devices; 

. job restructuring; 

. part-time or modified work schedules; 

. providing readers and interpreters; and, 

. making the workplace readily accessible to 

and usable by people with disabilities. 

How is Disability Defined? 

A disability is generally defined as a physical or 

mental impairment that substantially limits one or 

more major life activities (i.e., walking, speaking, 

breathing, seeing, hearing, learning, caring for 

oneself, performing manual tasks, sitting, standing, 

lifting, reading, etc.). Whether an impairment 

substantially limits a major life activity is determined 

by the nature and severity, duration (how long it is 

expected to last), and impact of the impairment 

(permanent/long term). 

Who is a Qualified Individual with a 

Disability? 

With respect to employment, a qualified individual 

with a disability is an individual with a disability who 

satisfies the requisite skill, experience, education and 

other job-related requirements of the position; and 

who, with or without reasonable accommodation, 

can perform the essential functions of the position. 

Who Manages the Reasonable 

Accommodation Process? 

The GSFC Equal Opportunity Programs Office 

processes requests for reasonable accommodations 

made by either GSFC employees or applicants, and is 

responsible for facilitating the day-to- day resolution 

of reasonable accommodation-related issues that 

may arise. 

What Does the Process Involve? 

Step 1: Consultation 

The Center and the employee/applicant should 

engage in an interactive dialogue to clarify what the 

employee/ applicant needs and identify the 

appropriate reasonable accommodation. During this 

consultation, the employee/applicant will be asked for 

suggestions for accommodations would enable 

him/her to perform the job. In all cases, the 

employee/applicant should be consulted before an 

accommodation is made. 

Step 2: Provide Medical Documentation* 

For those instances where the disability and/or need 

for an accommodation are not obvious, the 

employee/applicant shall provide reasonable medical 

documentation from a certified health professional 

sufficient to substantiate that the employee has a 

disability as defined by the Rehab Act, and that the 

disability necessitates a reasonable accommodation. 

Documentation submitted by the health professional 

must establish how the requested accommodation 

will assist the employee in performing the essential 

functions of his/her position or how the requested 

accommodation will enable the employee to enjoy the 

normal benefits and privileges of the workplace. 

PLEASE NOTE: It is not necessary for the employee to 

discuss personal/confidential medical information 

with the supervisor. 

Step 3: Submit Request 

Once the documentation is received, the request will 

be submitted to the GSFC Medical Director for review. 

Requests will then be approved or denied. 

*All medical documentation received will be maintained in a 

confidential manner. All records will be kept in accordance 

with the Privacy Act, EEOC Privacy Act regulations, the 

Genetic Information Nondiscrimination Act (GINA) of 2008, 

the Americans with Disabilities Act Amendments Act of 2008 

(ADAAA), the Health Insurance Portability and Accountability 

Act, and the Rehab Act. 

The Goddard Space Flight Center (GSFC) 

Equal Opportunity 

Programs Office 

EOPO: Striving For Excellence, Achieving Results

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