Reasonable Accommodations

Last Modified: February 04, 2025
Woman seated a a desk in front of a keyboard and monitor wearing a headset and glasses.

The Marketing and Regulatory Programs (MRP) Reasonable Accommodations (RA) program removes workplace barriers that prevent individuals with disabilities from applying for employment and employees from performing essential job functions.

We provide services to two USDA Mission Area agencies—the Animal and Plant Health Inspection Service (APHIS) and the Agricultural Marketing Service (AMS). We also provide services to USDA's Foreign Agricultural Service (FAS) and Office of the Chief Information Officer (OCIO).

USDA is committed to an inclusive workplace environment where individuals with disabilities can quickly and easily request and obtain reasonable accommodations.

Contact the MRP RA Program

Email Us at RArequest@usda.gov

Frequently Asked Questions

Any modification or adjustment to a job or change in the work environment that enables an applicant with a qualifying disability to compete equally for a position or an employee with a qualifying disability to perform the essential functions of the position. The accommodation must be job-related and not for personal use (for example, hearing aids, prosthetic devices, wheelchairs, and transportation to work).

Under the Rehabilitation Act of 1973, as amended, a Federal agency is required to provide reasonable accommodations for a qualified individual with a disability, unless doing so would result in an undue hardship.

Examples of Accommodations

Any employee (full-time, part-time, and probationary) or applicant with a qualifying disability, as defined by the Americans with Disabilities Act Amendments Act of 2008 (ADAAA), may receive a reasonable accommodation. Family members are not included in this coverage.  

An applicant or employee with a disability may request a reasonable accommodation at any time during the application process or during the period of employment. 

A family member, union representative, healthcare provider, another employee, or anyone else the employee designates may make the request.

When an employee decides to request accommodation, the individual or representative must notify the supervisor or the Reasonable Accommodations staff. If the employee contacts the supervisor, the supervisor must notify the Reasonable Accommodations staff.

Requests for accommodations from applicants will be handled by Human Resources at the contact number listed on the vacancy announcement in conjunction with the Reasonable Accommodations staff.

The need for a reasonable accommodation is determined on a case-by-case basis, taking the following into consideration: 

  • The individual’s specific disability 
  • Existing limitations relative to the performance of a job function
  • The essential duties of the job
  • The work environment
  • The feasibility of the proposed accommodation

Employees seeking Personal Assistance Services (PAS) will follow agency procedures for reasonable accommodations.

Below is an overview of the activities, responsible parties, and timelines involved in the process. 

Activity/RequestorResponsible PartiesTimeline
Applicant, employee, or representative makes an oral or written request for a reasonable accommodation (RA).

Selecting Official 

Supervisor 

RA Staff

Reasonable accommodation process begins immediately, but no more than 2 business days after the request.

If request to supervisor, he or she forwards request to the RA staff.

Special circumstances in which it is necessary to expedite processing include: 

  • Applying for a job 
  • Where a specific agency activity is immediately scheduled to occur

Selecting Official 

Supervisor 

RA Staff

Expedite the processing of RA requests
Sends RA packet with forms and receives completed forms.RA StaffSent within 2 business days
Return completed forms to the RA Staff.

Applicant 

Employee

10 business days

Extension may be granted.
Receives and reviews documents. Notifies employee if additional documentation is needed from the appropriate source. If no additional medical documentation is needed, make decision on whether the employee has qualifying disability and issues Eligibility Letter to employee and a copy to the supervisor.RA Staff2 business days
Interactive process

Employee 

Supervisor 

Representative (if desired) 

RA Staff (if desired)

7 business days
After interactive process, provide or deny accommodation.

Supervisor 

Decision Maker

7 business days

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Employee and Managers Reasonable Accommodations Training sponsored by the Workplace Resolutions and Wellness Branch is available upon request. For more information, contact the MRP RA program at RArequest@usda.gov.

The following training sessions are available upon request:

  • Medical Confidentiality
  • Overview of the Reasonable Accommodations Process
  • Hidden Disabilities

Program Information and Services

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