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</o:shapelayout></xml><![endif]--></head><body lang=EN-US link="#0563C1" vlink="#954F72"><div class=WordSection1><p class=MsoNormal><o:p> </o:p></p><p class=MsoNormal><a name="_MailEndCompose"><o:p> </o:p></a></p><span style='mso-bookmark:_MailEndCompose'></span><div><div style='border:none;border-top:solid #E1E1E1 1.0pt;padding:3.0pt 0in 0in 0in'><p class=MsoNormal><b>From:</b> Silberman, Kenneth A. (GSFC-1600) [mailto:kenneth.a.silberman@nasa.gov] <br><b>Sent:</b> Wednesday, January 17, 2018 12:33 PM<br><b>To:</b> Silberman, Kenneth A. (GSFC-1600) <kenneth.a.silberman@nasa.gov><br><b>Subject:</b> Summer 2018 NASA Internships: Reasonable Accommodation Brochure Attached<o:p></o:p></p></div></div><p class=MsoNormal><o:p> </o:p></p><p class=MsoNormal>Brochure- RA GSFC FINAL-2016.pdf<o:p></o:p></p><p class=MsoNormal>National Aeronautics and <o:p></o:p></p><p class=MsoNormal>Space Administration <o:p></o:p></p><p class=MsoNormal>www.nasa.gov <o:p></o:p></p><p class=MsoNormal>Equal Opportunity Programs Office <o:p></o:p></p><p class=MsoNormal>Reasonable <o:p></o:p></p><p class=MsoNormal>Accommodations <o:p></o:p></p><p class=MsoNormal>for Employees & <o:p></o:p></p><p class=MsoNormal>Applicants with <o:p></o:p></p><p class=MsoNormal>Disabilities <o:p></o:p></p><p class=MsoNormal>Eliminating Barriers to <o:p></o:p></p><p class=MsoNormal>Equal Employment Opportunities <o:p></o:p></p><p class=MsoNormal>at GSFC <o:p></o:p></p><p class=MsoNormal>Equal Opportunity <o:p></o:p></p><p class=MsoNormal>Programs Office <o:p></o:p></p><p class=MsoNormal>Margareth Bennett <o:p></o:p></p><p class=MsoNormal>Director <o:p></o:p></p><p class=MsoNormal>Llauryn Iglehart <o:p></o:p></p><p class=MsoNormal>Deputy Director <o:p></o:p></p><p class=MsoNormal>EEO Compliance Program <o:p></o:p></p><p class=MsoNormal>Management Directive - 715 Program <o:p></o:p></p><p class=MsoNormal>Special Emphasis Programs <o:p></o:p></p><p class=MsoNormal>Equality is one of the most fundamental <o:p></o:p></p><p class=MsoNormal>principles of our nation’s heritage. The <o:p></o:p></p><p class=MsoNormal>Equal Opportunity Programs Office <o:p></o:p></p><p class=MsoNormal>provides agency-wide leadership and <o:p></o:p></p><p class=MsoNormal>advice on issues of civil rights, <o:p></o:p></p><p class=MsoNormal>equal employment opportunity, diversity, <o:p></o:p></p><p class=MsoNormal>and reasonable accommodations. <o:p></o:p></p><p class=MsoNormal>For more information, <o:p></o:p></p><p class=MsoNormal>please contact: <o:p></o:p></p><p class=MsoNormal>Equal Opportunity Program Office <o:p></o:p></p><p class=MsoNormal>Goddard Space Flight Center <o:p></o:p></p><p class=MsoNormal>Building 8, Room 445 <o:p></o:p></p><p class=MsoNormal>Greenbelt, MD 20771 <o:p></o:p></p><p class=MsoNormal>Main Number: (301) 286-7348 <o:p></o:p></p><p class=MsoNormal>Fax Number: (301) 286- 0298 <o:p></o:p></p><p class=MsoNormal>What is the Timeframe for a Decision? <o:p></o:p></p><p class=MsoNormal>Services Provided: <o:p></o:p></p><p class=MsoNormal>What if a Request for <o:p></o:p></p><p class=MsoNormal>Accomodation is Denied? <o:p></o:p></p><p class=MsoNormal>Generally, requests will be approved or denied <o:p></o:p></p><p class=MsoNormal>within thirty (30) calendar days from either the date <o:p></o:p></p><p class=MsoNormal>of the employee’s initial request or the receipt of <o:p></o:p></p><p class=MsoNormal>any required medical documentation. <o:p></o:p></p><p class=MsoNormal>Reasonable Accommodations at GSFC <o:p></o:p></p><p class=MsoNormal>http://eeo.gsfc.nasa.gov/disabilityProgram-raoverview.<o:p></o:p></p><p class=MsoNormal>html <o:p></o:p></p><p class=MsoNormal>GSFC Sign Language Services <o:p></o:p></p><p class=MsoNormal>https://eaas.gsfc.nasa.gov/login.cfm <o:p></o:p></p><p class=MsoNormal>Assistive Technology Demonstration Lab <o:p></o:p></p><p class=MsoNormal>http://eeo.gsfc.nasa.gov/pdf/AT-Lab- <o:p></o:p></p><p class=MsoNormal>TriFoldA.pdf <o:p></o:p></p><p class=MsoNormal>If a request for reasonable accommodation is <o:p></o:p></p><p class=MsoNormal>denied by the Agency, the employee will: <o:p></o:p></p><p class=MsoNormal>• receive written notification of the reason(s) <o:p></o:p></p><p class=MsoNormal>for denial and/or the modification of <o:p></o:p></p><p class=MsoNormal>accommodation request, and <o:p></o:p></p><p class=MsoNormal>• be informed of his/her rights to file for <o:p></o:p></p><p class=MsoNormal>reconsideration, file a grievance, or initiate <o:p></o:p></p><p class=MsoNormal>the EEO complaint process. <o:p></o:p></p><p class=MsoNormal>EOPO: Striving For Excellence, Achieving Results<o:p></o:p></p><p class=MsoNormal>is committed to the principles of equal employment <o:p></o:p></p><p class=MsoNormal>opportunity for all employees and applicants for <o:p></o:p></p><p class=MsoNormal>employment. GSFC recognizes that all Center <o:p></o:p></p><p class=MsoNormal>employees need a variety of resources and support to <o:p></o:p></p><p class=MsoNormal>work efficiently to achieve the goals of the Agency. <o:p></o:p></p><p class=MsoNormal>In accordance with the Rehabilitation Act of 1973 <o:p></o:p></p><p class=MsoNormal>(Rehab Act), the 1992 amendments to the Rehab Act <o:p></o:p></p><p class=MsoNormal>(requiring the application of the standards set forth in <o:p></o:p></p><p class=MsoNormal>the Americans with Disabilities Act of 1990 (ADA), the <o:p></o:p></p><p class=MsoNormal>Americans with Disabilities Act Amendments Act of <o:p></o:p></p><p class=MsoNormal>2008 (ADAAA), and the Equal Employment Opportunity <o:p></o:p></p><p class=MsoNormal>Commission’s (EEOC) Enforcement Guidance, <o:p></o:p></p><p class=MsoNormal>“Reasonable Accommodation and Undue Hardship <o:p></o:p></p><p class=MsoNormal>Under the Americans with Disabilities Act,” the Center <o:p></o:p></p><p class=MsoNormal>is required to provide reasonable accommodation(s) <o:p></o:p></p><p class=MsoNormal>for the known physical or mental limitations of <o:p></o:p></p><p class=MsoNormal>qualified employees and applicants with disabilities <o:p></o:p></p><p class=MsoNormal>unless it can be shown that such accommodation(s) <o:p></o:p></p><p class=MsoNormal>would impose an undue hardship on the Agency. <o:p></o:p></p><p class=MsoNormal>What is a Reasonable Accommodation? <o:p></o:p></p><p class=MsoNormal>In general, a reasonable accommodation is any <o:p></o:p></p><p class=MsoNormal>change in the work environment or operating <o:p></o:p></p><p class=MsoNormal>procedures that enables a qualified individual with a <o:p></o:p></p><p class=MsoNormal>disability to enjoy equal employment opportunities. <o:p></o:p></p><p class=MsoNormal>Reasonable accommodations can be requested to <o:p></o:p></p><p class=MsoNormal>assist with the job application process, aid with job <o:p></o:p></p><p class=MsoNormal>performance, and/or further the benefits and <o:p></o:p></p><p class=MsoNormal>privileges of employment. <o:p></o:p></p><p class=MsoNormal>What is an example of a Reasonable <o:p></o:p></p><p class=MsoNormal>Accommodation I can request? <o:p></o:p></p><p class=MsoNormal>Common types of accommodation include: <o:p></o:p></p><p class=MsoNormal>• providing equipment or devices; <o:p></o:p></p><p class=MsoNormal>• job restructuring; <o:p></o:p></p><p class=MsoNormal>• part-time or modified work schedules; <o:p></o:p></p><p class=MsoNormal>• providing readers and interpreters; and, <o:p></o:p></p><p class=MsoNormal>• making the workplace readily accessible to <o:p></o:p></p><p class=MsoNormal>and usable by people with disabilities. <o:p></o:p></p><p class=MsoNormal>How is Disability Defined? <o:p></o:p></p><p class=MsoNormal>A disability is generally defined as a physical or <o:p></o:p></p><p class=MsoNormal>mental impairment that substantially limits one or <o:p></o:p></p><p class=MsoNormal>more major life activities (i.e., walking, speaking, <o:p></o:p></p><p class=MsoNormal>breathing, seeing, hearing, learning, caring for <o:p></o:p></p><p class=MsoNormal>oneself, performing manual tasks, sitting, standing, <o:p></o:p></p><p class=MsoNormal>lifting, reading, etc.). Whether an impairment <o:p></o:p></p><p class=MsoNormal>substantially limits a major life activity is determined <o:p></o:p></p><p class=MsoNormal>by the nature and severity, duration (how long it is <o:p></o:p></p><p class=MsoNormal>expected to last), and impact of the impairment <o:p></o:p></p><p class=MsoNormal>(permanent/long term). <o:p></o:p></p><p class=MsoNormal>Who is a Qualified Individual with a <o:p></o:p></p><p class=MsoNormal>Disability? <o:p></o:p></p><p class=MsoNormal>With respect to employment, a qualified individual <o:p></o:p></p><p class=MsoNormal>with a disability is an individual with a disability who <o:p></o:p></p><p class=MsoNormal>satisfies the requisite skill, experience, education and <o:p></o:p></p><p class=MsoNormal>other job-related requirements of the position; and <o:p></o:p></p><p class=MsoNormal>who, with or without reasonable accommodation, <o:p></o:p></p><p class=MsoNormal>can perform the essential functions of the position. <o:p></o:p></p><p class=MsoNormal>Who Manages the Reasonable <o:p></o:p></p><p class=MsoNormal>Accommodation Process? <o:p></o:p></p><p class=MsoNormal>The GSFC Equal Opportunity Programs Office <o:p></o:p></p><p class=MsoNormal>processes requests for reasonable accommodations <o:p></o:p></p><p class=MsoNormal>made by either GSFC employees or applicants, and is <o:p></o:p></p><p class=MsoNormal>responsible for facilitating the day-to- day resolution <o:p></o:p></p><p class=MsoNormal>of reasonable accommodation-related issues that <o:p></o:p></p><p class=MsoNormal>may arise. <o:p></o:p></p><p class=MsoNormal>What Does the Process Involve? <o:p></o:p></p><p class=MsoNormal>Step 1: Consultation <o:p></o:p></p><p class=MsoNormal>The Center and the employee/applicant should <o:p></o:p></p><p class=MsoNormal>engage in an interactive dialogue to clarify what the <o:p></o:p></p><p class=MsoNormal>employee/ applicant needs and identify the <o:p></o:p></p><p class=MsoNormal>appropriate reasonable accommodation. During this <o:p></o:p></p><p class=MsoNormal>consultation, the employee/applicant will be asked for <o:p></o:p></p><p class=MsoNormal>suggestions for accommodations would enable <o:p></o:p></p><p class=MsoNormal>him/her to perform the job. In all cases, the <o:p></o:p></p><p class=MsoNormal>employee/applicant should be consulted before an <o:p></o:p></p><p class=MsoNormal>accommodation is made. <o:p></o:p></p><p class=MsoNormal>Step 2: Provide Medical Documentation* <o:p></o:p></p><p class=MsoNormal>For those instances where the disability and/or need <o:p></o:p></p><p class=MsoNormal>for an accommodation are not obvious, the <o:p></o:p></p><p class=MsoNormal>employee/applicant shall provide reasonable medical <o:p></o:p></p><p class=MsoNormal>documentation from a certified health professional <o:p></o:p></p><p class=MsoNormal>sufficient to substantiate that the employee has a <o:p></o:p></p><p class=MsoNormal>disability as defined by the Rehab Act, and that the <o:p></o:p></p><p class=MsoNormal>disability necessitates a reasonable accommodation. <o:p></o:p></p><p class=MsoNormal>Documentation submitted by the health professional <o:p></o:p></p><p class=MsoNormal>must establish how the requested accommodation <o:p></o:p></p><p class=MsoNormal>will assist the employee in performing the essential <o:p></o:p></p><p class=MsoNormal>functions of his/her position or how the requested <o:p></o:p></p><p class=MsoNormal>accommodation will enable the employee to enjoy the <o:p></o:p></p><p class=MsoNormal>normal benefits and privileges of the workplace. <o:p></o:p></p><p class=MsoNormal>PLEASE NOTE: It is not necessary for the employee to <o:p></o:p></p><p class=MsoNormal>discuss personal/confidential medical information <o:p></o:p></p><p class=MsoNormal>with the supervisor. <o:p></o:p></p><p class=MsoNormal>Step 3: Submit Request <o:p></o:p></p><p class=MsoNormal>Once the documentation is received, the request will <o:p></o:p></p><p class=MsoNormal>be submitted to the GSFC Medical Director for review. <o:p></o:p></p><p class=MsoNormal>Requests will then be approved or denied. <o:p></o:p></p><p class=MsoNormal>*All medical documentation received will be maintained in a <o:p></o:p></p><p class=MsoNormal>confidential manner. All records will be kept in accordance <o:p></o:p></p><p class=MsoNormal>with the Privacy Act, EEOC Privacy Act regulations, the <o:p></o:p></p><p class=MsoNormal>Genetic Information Nondiscrimination Act (GINA) of 2008, <o:p></o:p></p><p class=MsoNormal>the Americans with Disabilities Act Amendments Act of 2008 <o:p></o:p></p><p class=MsoNormal>(ADAAA), the Health Insurance Portability and Accountability <o:p></o:p></p><p class=MsoNormal>Act, and the Rehab Act. <o:p></o:p></p><p class=MsoNormal>The Goddard Space Flight Center (GSFC) <o:p></o:p></p><p class=MsoNormal>Equal Opportunity <o:p></o:p></p><p class=MsoNormal>Programs Office <o:p></o:p></p><p class=MsoNormal>EOPO: Striving For Excellence, Achieving Results<o:p></o:p></p></div><div id="DAB4FAD8-2DD7-40BB-A1B8-4E2AA1F9FDF2">
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