The Department of Energy (DOE) is required to provide reasonable accommodation to qualified individuals with disabilities, who are employees, or applicants for employment, except when such accommodation would cause an undue hardship. Reasonable accommodation is also provided for an employee or applicant, to practice or observe their religious beliefs. An accommodation is any change in the work environment, or in the way things are customarily done, that enables an individual with a disability to enjoy equal employment opportunities or enables an individual to practice or observe their religious beliefs. The Reasonable Accommodation Coordinator works with managers, employees, and applicants to provide information and assistance related to reasonable accommodation. Types of accommodation can be: physical changes (installing a ramp, modifying a restroom or layout of a workspace), accessible and assistive technologies (ensuring computer software is available, providing screen reader software, or videophones to facilitate communications), accessible communications (providing sign language interpreters, closed captioning, braille or large print), and policy enhancements (modifying a policy to allow a service animal in the workplace, adjusting work schedules). All services are confidential.
Who Qualifies as an Individual with a Disability?
A qualified individual, with a disability, is an individual who satisfies the requisite skill, experience, education, and other job-related requirements of a position, and who can, with or without reasonable accommodation, perform the essential functions of that position. For an individual to be entitled to a reasonable accommodation, they must have a disability pursuant to the definition outlined in the Rehabilitation Act, as amended. A person with a disability has a physical or mental impairment that substantially limits a major life activity, has a record of such impairment, or is regarded as having such impairment. An impairment can be physical or mental and does not need to be permanent to qualify as a disability. An impairment that lasts, or is expected to last fewer than six months, and has a minor effect on the individual’s major life activities, does not qualify as a disability.
Reasonable Accommodation for People with a Disability
The Department of Energy provides reasonable accommodations to qualified individuals with disabilities in accordance with the Rehabilitation Act of 1973, as amended.
A reasonable accommodation is any adjustment or alteration to a job or the work environment that will enable a qualified employee, with a disability, to perform essential job functions. It may also include adjustments to assure that a qualified individual with a disability has the same rights and privileges in employment as non-disabled employees. Accommodations are provided on a case-by-case basis, taking into consideration the individual’s need, the specific disability and existing limitations, the essential functions of the job, and the work environment. Employees requesting reasonable accommodation should contact their supervisor or Local Reasonable Accommodation Coordinator.
For a list of the Department's Local Reasonable Accommodation Coordinators, visit the Reasonable Accommodation Contacts page.
Reasonable Accommodation for Religious Purposes
A religious accommodation is any adjustment to the work environment that will allow an employee or applicant to practice their religious beliefs. The need for religious accommodation may arise when an individual's religious beliefs, observances, or practices conflict with a specific task or requirement of the position or application process. Accommodation requests may relate to work schedules, dress and grooming, or religious expression and practice while at work. Requests for religious compensatory time, should be discussed with the requestor’s supervisor. Requests for religious accommodation are processed in the same manner as requests for accommodation for employees with disabilities. The employee requesting reasonable accommodation should contact their supervisor or Local Reasonable Accommodation Coordinator.
Disabled Accessible Parking
It is the policy of DOE that its parking facilities be operated in a manner responsive to the needs of the Department, and for the maximum benefit of its employees. Individuals with temporary or permanent mobility impairment who, because of their condition, require access to disabled parking at their facility, must contact their parking office.