Disability Program and Reasonable Accommodations
The Fort Drum policy is to fully comply with the reasonable accommodation requirements of the Rehabilitation Act of 1973. Under the law, federal agencies must provide reasonable accommodations to qualified employees or applicants with disabilities, unless to do so would cause undue hardship.
As a model employer, Fort Drum will strive to accommodate disabilities by the standard set forth in the Rehabilitation Act and the Americans with Disabilities Act and AR 690-12, Appendix C. Fort Drum is committed to providing reasonable accommodations to its Employees and applicants for employment in order to assure that individuals with disabilities enjoy full access to equal employment opportunity at Fort Drum.
Fort Drum provides accommodations when:
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An applicant with a disability requests accommodation in the application process
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An employee, who with or without accommodation, can perform the essential functions of the job, requests an accommodation for work or to gain access to the workplace
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An employee with a disability requests accommodation to enjoy equal benefits and privileges of employment
Procedures for processing reasonable accommodation requests are described in the Fort Drum RA Fact Sheet and Procedures link.
Title I of the Americans with Disabilities Act of 1990 prohibits discrimination against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions, and privileges of employment. Although originally designed to cover non-federal employers, the ADA's nondiscrimination standards also apply to federal sector Employees under section 501 of the Rehabilitation Act, as amended, and its implementing rules.
An individual with a disability is a person who:
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Has a physical or mental impairment that substantially limits one or more major life activities
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Has a record of such an impairment
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Is regarded as having such an impairment
A qualified employee or applicant with a disability is an individual who, with or without reasonable accommodation, can perform the essential functions of the job in question.
Reasonable accommodation may include, but is not limited to:
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Making existing facilities used by employees readily accessible to and usable by persons with disabilities;
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Job restructuring, modifying work schedules, reassignment to a vacant position; and
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Acquiring or modifying equipment or devices, adjusting or modifying examinations, training materials, or policies, and providing qualified readers or interpreters.
An employer is required to make a reasonable accommodation to the known disability of a qualified applicant or Employee if it would not impose an "undue hardship" on the operation of the employer's business. Undue hardship is defined as an action requiring significant difficulty or expense when considered in light of factors such as an employer's size, financial resources, and the nature and structure of its operation.
An employer is not required to lower quality or production standards to make an accommodation; nor is an employer obligated to provide personal use items such as glasses or hearing aids.
Title I of the ADA also covers:
Medical Examinations and Inquiries
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Employers may not ask job applicants about the existence, nature, or severity of a disability. Applicants may be asked about their ability to perform specific job functions. A job offer may be conditioned on the results of a medical examination, but only if the examination is required for all employees entering similar positions. Medical examinations of employees must be job-related and consistent with the employer's business needs.
For additional information, contact the EEO Disability Program manager at (315) 774-3518.
Fort Drum RA Fact Sheet and Procedures
Basic steps in the Reasonable Accommodation Process
for current Fort Drum Department of the Army civilian employees
For additional information, contact the EEO Disability Program manager at (315) 774-3518.