Unit HomeStaff and SectionsSpecial StaffEEOReasonable AccommodationAvoiding Pitfalls
  Equal Employment Opportunity
  MCIPAC
Avoiding Reasonable Accommodation Pitfalls
  • Be aware that whenever an employee makes a request for an adjustment at work due to a medical condition, the employee has just entered the Reasonable Accommodation process. A request can be made in “plain English”. The Americans with Disabilities Act (ADA) , Rehabilitation Act, or the phrase “Reasonable Accommodation” (RA) do not have to be referenced in order for a request to be considered a request for RA
  • Keep away from “in-house” accommodations, i.e., when the organization makes an informal modification at work without processing the Reasonable Accommodation request through the EEO Office. All requests for accommodation, including those considered “small” or “minor” are handled through the RA process.
  • On occasions, employees may have multiple disabilities. When requesting medical documentation, limit the request to information that pertains to the specific medical condition for which the accommodation is requested.
  • A disability rating received through the Department of Labor or Department of Veterans Affairs does not establish qualification for Reasonable Accommodation. As part of the RA process, an individual analysis and assessment is conducted to determine if the individual is a “qualified individual with a disability” under the ADA. A “qualified individual with a disability” is “an individual with a disability who satisfies the requisite skill, experience, education and other job-related requirements of the employment position such individual holds or desires and who, with or without reasonable accommodation, can perform the essential functions of such position.”

 

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