FCPS is committed to the principle of equal opportunity and to providing effective and reasonable accommodations to employees with documented disabilities.
Essential Information for Obtaining Accommodations
- eligibility requirements
- guidelines for documenting a disability
- procedures for obtaining accommodation
- accommodating candidates with disabilities
- accommodating employees with learning disabilities, ADD, ADHD, and psychiatric disabilities
What is a disability?
Section 504 of the Rehabilitation Act and the Americans with Disabilities Act defines a disability as "a physical or mental impairment that substantially limits one or more major life activities."
- Major life activities are defined as the ability to perform functions like walking, seeing, hearing, speaking, breathing, learning, working, or taking care of oneself.
- An impairment does not necessarily constitute a disability. The degree of impairment must be significant enough to substantially limit one or more major life activity and be documented by a qualified professional.
How is a disability documented?
- The documentation must address the substantial limitation posed by the particular disability for which the accommodation is being requested.
- The employee requesting accommodation must submit medical information (diagnosis and prognosis) that will help determine whether he or she meets federal and state criteria for a disability.The Medical Inquiry Form should be completed by your healthcare provider.
- Documentation should recommend the reasonable accommodation that might enable the employee to fulfill the essential function of his or her job. The employee should complete the Workplace Accommodation Request.
How will an accommodation be determined?
- The employee will consult with Human Resources to determine if an accommodation will allow the employee to meet the essential functions of the job.
- This interactive meeting includes a review of the recommended accommodations and the essential functions of the position. The employee is an active participant at this meeting.
- During the interactive process, the Personnel Officer or assigned staff member may consult with the employee and supervisor as needed where the focus will be on the accommodation requested.
- After the documentation is received, the Personnel Officer or assigned staff member will respond to the requestor as soon as practicable and unless unusual circumstances present, in no more than 30 days after documentation is received.
For more information, or to schedule an appointment for an interactive meeting, contact Sharde' Twyman, Personnel Officer for Employee Benefits, in Human Resources at 301-644-5092.