[Nfbk] Fwd: Summer 2018 NASA Internships: Reasonable Accommodation Brochure Attached

[Cathy Jackson]

More info from NASA.
Cathy
---------- Forwarded message ----------
From: Silberman, Kenneth A. (GSFC-1600) <kenneth.a.silberman at nasa.gov>
Date: Wed, Jan 17, 2018 at 1:33 PM
Subject: Summer 2018 NASA Internships: Reasonable Accommodation Brochure
Attached
To: "Silberman, Kenneth A. (GSFC-1600)" <kenneth.a.silberman at nasa.gov>


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 <(301)%20286-0298>

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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