Reasonable Accommodations
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.govFrequently 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
- Assistive technology
- Changes to the physical work environment
- Ergonomic assessments or devices
- Interpreter services
- Schedule modifications, flexible leave, and telework
- Personal Assistance Services
- Disability Parking
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/Requestor | Responsible Parties | Timeline |
|---|---|---|
| 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:
| Selecting Official Supervisor RA Staff | Expedite the processing of RA requests |
| Sends RA packet with forms and receives completed forms. | RA Staff | Sent 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 Staff | 2 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
Personal Assistance Services
Personal Assistance Services (PAS) are services that help individuals who, because of targeted disabilities, require assistance to perform basic activities of daily living, like eating and using the restroom, and do not include, for example, performing medical procedures or medical monitoring.
PAS do not help individuals with disabilities perform their specific job functions, such as reviewing documents or answering questions that come through a call-in center. PAS differ from services that help an individual to perform job-related tasks, such as sign language interpreters who enable individuals who are hearing-impaired to communicate with coworkers, and readers who enable individuals who are blind or have learning disabilities to read printed text.
Disability Parking
- Employees who work in the DC offices may request disabled parking as an accommodation.
- Employees may request temporary (less than 90 days) or permanent disabled parking.
- Employees seeking disabled parking will follow agency procedures for reasonable accommodations.