TABLE OF CONTENTS

1. SECTION 1. PURPOSE
2. SECTION 2. AUTHORITY
3. SECTION 3. POLICY
4. SECTION 4. DEFINITIONS
5. SECTION 5. PROCEDURES FOR SUBMITTING REQUESTS FOR REASONABLE ACCOMMODATION
6. SECTION 6. WRITTEN REQUESTS FOR RECORD KEEPING PURPOSES
7. SECTION 7. DETERMINING WHICH OFFICIAL SHOULD RESPOND TO THE REQUEST
8. SECTION 8. PROCEDURES FOR RESPONDING TO REQUESTS FOR REASONABLE ACCOMMODATION – THE INTERACTIVE PROCESS
9. SECTION 9. REQUEST FOR MEDICAL INFORMATION
10. SECTION 10. TIME FRAMES FOR PROCESSING REQUESTS AND PROVIDING REASONABLE ACCOMMODATIONS
11. SECTION 11. GRANTING THE REASONABLE ACCOMMODATION REQUEST
12. SECTION 12. DENIAL OF THE REASONABLE ACCOMMODATION REQUEST
13. SECTION 13. RECONSIDERATION OF A DENIAL OF REASONABLE ACCOMMODATION
14. SECTION 14. INFORMATION TRACKING AND REPORTING
15. SECTION 15. REASSIGNMENT
16. SECTION 16. EXCLUSIONS TO THE POLICY
17. SECTION 17. CONFIDENTIALITY REQUIREMENTS REGARDING MEDICAL INFORMATION AND THE REASONABLE ACCOMMODATION PROCESS
18. SECTION 18. RESPONSIBILITIES
19. SECTION 19. ASSISTANCE
20. SECTION 20. EFFECT ON OTHER ORDERS
21. EXHIBIT 1: FORM CD-575, REQUEST FOR REASONABLE ACCOMMODATION
    

SECTION 1. PURPOSE.

.01 This Order establishes Department of Commerce (the Department) policies for providing reasonable accommodation for qualified individuals with disabilities who are employees or applicants for employment. It also designates responsibilities and describes procedures for submitting and responding to requests for reasonable accommodation.

.02 This is a complete rewrite which updates and clarifies the provisions of the Order.

SECTION 2. AUTHORITY.

The Rehabilitation Act of 1973, as amended, requires Federal agencies to provide reasonable accommodation for qualified individuals with disabilities. 29 United States Code (U.S.C.) Section 791 et seq.; 29 Code Federal Regulations (CFR) Part 1614.203; see also 29 CFR Part 1630.9, and Executive Order 13164, 65 Federal Register 46565, 2000 WL 1114943 (2000).

SECTION 3. POLICY.

It is the policy of the Department to provide equal opportunity to all qualified individuals with disabilities in accordance with the Rehabilitation Act of 1973, and to fully comply with other legal and regulatory requirements to ensure that all aspects of employment, including the application process, are made fully accessible to all employees and applicants. No qualified employee with a disability may be denied the benefits of a program, training, or activity conducted, sponsored, funded, or promoted by the Department, or otherwise be subjected to discrimination. The Department is committed to providing reasonable accommodation to qualified applicants and employees with disabilities. Unless the Department can demonstrate that a particular accommodation would impose an undue hardship on the operation of its programs, accommodation will be provided to a qualified individual with a disability who is an:

a. applicant who needs an accommodation in order to participate in the application process;

b. employee who needs an accommodation to enable him or her to perform the essential functions of the job or to gain access to the workplace; or

c. employee who needs an accommodation to enjoy equal benefits and privileges of employment as are enjoyed by similarly situated employees without disabilities.

SECTION 4. DEFINITIONS.

.01 A reasonable accommodation is any change in the work environment or in the way things are customarily done that would enable a qualified individual with a disability to enjoy equal employment opportunities.

.02 Benefits and privileges of employment include, but are not limited to, employer sponsored: (1) training, (2) services (e.g., employee assistance programs, credit unions, cafeterias, lounges, gymnasiums, auditoriums, transportation), and (3) parties or other social functions (e.g., parties to celebrate retirements and birthdays, and company outings). If an employee with a disability needs a reasonable accommodation in order to gain access to, and have an equal opportunity to participate in these benefits and privileges, then the employer must provide the accommodation unless it can show undue hardship.

.03 Undue Hardship. Agencies do not have to provide reasonable accommodation that would impose an undue hardship on the operation of the agency. An undue hardship means that a specific accommodation would require significant difficulty or expense. This determination, which must be made on a case-by-case basis, considers factors such as the nature and cost of the accommodation needed and the impact of the accommodation on the operations of the agency.

.04 Disability is a physical or mental impairment which substantially limits one or more major life activities. Individuals who have a record of an impairment or who are regarded as having an impairment are also covered under this policy.

.05 A major life activity is an activity that an average person can perform with little or no difficulty. These activities include, but are not limited to, caring for one’s self, performing manual tasks, walking, seeing, hearing, speaking, breathing, learning, sitting, standing, lifting, working, and mental and emotional processes such as thinking, concentrating, and interacting with others.

.06 Essential functions are those job duties that are so vital to the position that the job cannot be accomplished without performing these tasks.

.07 A qualified individual with a disability is a person with a disability who satisfies the requisite skill, experience, education, and other job-related requirements of the position; and who, either with or without reasonable accommodation, can perform the essential functions of the position.

.08 A deciding official is a supervisor, manager, principal or servicing human resource manager who has the authority to determine whether a requested accommodation will be provided.

.09 A requestor is an applicant or employee with a disability who requests reasonable accommodation.

.10 A reasonable accommodations coordinator (RAC) is a representative from the operating unit human resources office who acts as an impartial advisor and has specific responsibilities as part of the reasonable accommodation process.

.11 Tolling means to suspend the running of a time period.

SECTION 5. PROCEDURES FOR SUBMITTING REQUESTS FOR REASONABLE ACCOMMODATION.

The reasonable accommodation process begins as soon as the request for the change or the identification of a barrier is made. A request does not need to use any special words, such as “reasonable accommodation,” “disability,” or “Rehabilitation Act.” Requests may be made orally or in writing.

An employee may request reasonable accommodation from his or her supervisor, another supervisor or manager in his/her immediate chain of command, his/her Office or Division Director, the RAC, or a member of the Human Resources staff. Applicants may request an accommodation from any Department employee with whom the applicant has come in contact in connection with the application process. Accommodations will be provided in recurring situations without requiring a new request from the employee each time.

A request for accommodation may be made by a family member, health professional, or other representative on the individual’s behalf with the individual’s consent. Whenever possible the Department will confirm the request with the person with the disability.

SECTION 6. WRITTEN REQUESTS FOR RECORD KEEPING PURPOSES.

To enable the Department to maintain accurate records regarding requests for accommodation, employees seeking a reasonable accommodation are asked to follow the oral request with completion of the Request for Reasonable Accommodation Form CD-575, Part A: “Confirmation of Request,” (see Exhibit 1). In the case of an applicant seeking a reasonable accommodation, the servicing human resources official should complete the form for the applicant. Electronic copies of the form should be immediately forwarded to the appropriate RAC.

SECTION 7. DETERMINING WHICH OFFICIAL SHOULD RESPOND TO THE REQUEST.

As the first step in processing a request for reasonable accommodation, the official who receives the request must determine who will be responsible for handling it and forward it, if necessary. The first person receiving the request may or may not be the person with authority for granting the accommodation; therefore, it must be referred to the deciding official in a timely manner. The person who receives the request for accommodation should use the following information to determine the appropriate deciding official:

a. Requests for accommodation from applicants will be decided by the human resource specialist responsible for the recruitment and/or selection process.

b. Requests for accommodation from employees will be decided by the immediate supervisor whenever possible.

c. Requests by employees and applicants which involve personnel actions, large expenditures, or other high level determinations will be decided by the appropriate Office or Division Director.

d. Requests for removal of architectural barriers, including reconfigured work spaces will be decided by the building management office of the employee’s duty station.

e. Requests for accessible parking will be decided through the organization handling parking issues in the employee’s duty station (see DAO 217-8, “Employee Parking, Ridesharing, and Mass Transit Benefit Program”).

In addition, the RAC will be available to provide assistance to employees and decision makers in processing requests.

All deciding officials must have designated alternates to continue receiving and processing accommodation requests when they are not available. Deciding officials should ensure that requestors are informed who has been designated as the alternate deciding official. The mandatory time frames will not be suspended or extended because of the unavailability of a deciding official.

SECTION 8. PROCEDURES FOR RESPONDING TO REQUESTS FOR REASONABLE CCOMMODATIONS - THE INTERACTIVE PROCESS.

Once a reasonable accommodation request is received, parties shall begin the interactive process to determine what, if any, accommodation should be provided.

The deciding official shall meet with the requestor promptly after receipt of the request to explain the process and, if necessary, obtain additional information. It is equally incumbent on each participant in the reasonable accommodation process, requestors and deciding officials alike, to actively engage in the interactive process in order to attain results.

Ongoing communication is particularly important where the specific limitation, problem, or deciding official barrier is unclear; an effective accommodation is not obvious; or the parties are considering different possible reasonable accommodations. The deciding official may, as part of the interactive process, offer alternative means of providing reasonable accommodation and discuss their effectiveness in removing the workplace barrier that is impeding the requestor. If an employee requests an accommodation that is not effective, would pose an undue hardship, or is otherwise not legally required (e.g., removing an essential job function), the deciding official should continue the interactive process and explore alternatives until either a reasonable accommodation is found, or the employer determines that no reasonable accommodation exists.

SECTION 9. REQUEST FOR MEDICAL INFORMATION.

Medical information may be necessary in some cases in order to evaluate whether a specific disability is covered by the Rehabilitation Act of 1973, as amended. The Department shall not request medical information when the disability and need for accommodation are obvious and/or already on file with the agency. However, when a disability and/or need for reasonable accommodation is not obvious or already on file, the Department has the right to request relevant documentation about the disability. Information should be limited to: a short description of the disability, functional limitations related to the duties at issue, and the need for accommodation. The request should cover only the job-related functions for which the accommodation is requested.

The determination of whether a person has a disability should take into consideration whether the person is substantially limited in a major life activity when using a mitigating measure, such as medication, a prosthesis, or a hearing aid. A person who experiences no substantial limitation in any major life activity when using a mitigating measure does not meet the definition of disability. Further, to claim a substantial limitation in the major life activity of working, an individual must be unable to work in a broad class of positions; and to claim a substantial limitation in performing manual tasks, an individual must have an impairment that prevents or severely restricts him/her from doing activities that are of central importance to daily living.

The RAC is available to assist the requestor, medical personnel, and deciding officials with requests for medical information. If medical documentation is needed in order to determine if the individual’s medical condition meets the Rehabilitation Act’s definition of disability, the deciding official may request that the RAC obtain and evaluate the medical documentation.

The RAC may work with a medical consultant, if necessary, on determining necessary restrictions and accommodations. The deciding official can use this information to make a determination regarding whether the person is a “qualified person with a disability,” meaning that the condition must be an impairment covered under the Rehabilitation Act and the impairment must substantially limit a major life activity.

Documentation is sufficient if it: (1) describes the nature, severity, and duration of the employee's impairment, the activity or activities that the impairment limits, and the extent to which the impairment limits the employee's ability to perform the activity or activities; and, (2) substantiates why the requested reasonable accommodation is needed.

If the information submitted in response to the agency's initial request for medical documentation does not clearly explain the nature of the disability or the need for reasonable accommodation, the agency may request reasonable supplemental documentation. If this does not result in sufficient information, the agency may require the requestor to go to a health care provider of the agency’s choice at the agency’s expense.

Failure to provide appropriate documentation or to cooperate with the Department’s efforts to obtain such documentation can result in denial of the reasonable accommodation request.

SECTION 10. TIME FRAMES FOR PROCESSING REQUESTS AND PROVIDING REASONABLE ACCOMMODATIONS.

The reasonable accommodation process begins as soon as the request for the change or identification of a barrier is made, whether orally or in writing. The time necessary to process a request will depend on the nature of the accommodation requested and whether there is a need to obtain supporting information. There may be consequences for failure to abide by these time frames; see item 48 in the Table of Penalties, DAO 202-751, “Discipline.”

a. Normal Time Frames. If a request can be processed without supporting medical information and no extenuating circumstances apply, the request ordinarily should be approved or denied in no more than 20 business days from the date the employee makes the request. The accommodation, if approved, should be provided within 10 business days of the date the request was approved.

b. Expedited Time Frames. In certain circumstances, a request for reasonable accommodation requires an expedited review and decision in a time frame that is shorter than 20 business days. Examples of circumstances requiring expedited processing include provision of accommodations during the job application process or to enable an employee to attend a meeting or event on a specific date.

c. Extenuating Circumstances for Tolling Time Frames.

1. Reasonable accommodation requests with medical documentation requirements may require tolling the time line temporarily. If it has been determined that it is necessary to obtain medical documentation to determine whether the requestor has a covered disability and/or to determine the functional limitations, the time period for the decision process will be tolled until appropriate medical documentation is provided.

2. Extenuating circumstances beyond the need for obtaining medical documentation may also require tolling the time frames. “Extenuating circumstances” applies to limited situations where prompt processing and delivery of an accommodation has been delayed due to events that could not have reasonably been anticipated or avoided (the Department does not consider absence from the office as an extenuating circumstance). The deciding official must notify the requestor of any extenuating circumstance or delay and give an approximate date to the requestor when a decision should be expected. If there is a delay in providing an accommodation which has been approved, the deciding official should determine if temporary measures can assist the employee. The following are examples of extenuating circumstances:

(a) Awaiting additional information from the requestor, including medical documentation, which delays processing of the request;

(b) Purchase of equipment or services that is delayed because of requirements under the Federal Acquisitions Regulations and Department procurement policies;

(c) The employee with a disability needs to work with the equipment on a trial basis to ensure that it is effective before the actual purchase;

(d) Delays in delivery of goods and services where the delay is not due to any action of the Department. Exception: if the Computer/Electronic Accommodation Program (CAP) is not able to provide the accommodation within the required time frame, the Department should make arrangements to purchase the accommodation without CAP’s assistance;

(e) An accommodation involves the removal of architectural barriers and may include additional time to address historic preservation issues; and

(f) Review of medical documentation by the Department’s medical officer or expert hired by the Department.

SECTION 11. GRANTING THE REASONABLE ACCOMMODATION REQUEST.

The deciding official is required to provide an effective accommodation, not necessarily the accommodation desired by the employee or applicant. The deciding official may, as part of the interactive process, offer alternative suggestions for reasonable accommodation and discuss their effectiveness in removing the workplace condition that is impeding the requestor. If more than one accommodation is effective, the preference of the requestor should be given primary consideration. However, the employer providing the accommodation has the ultimate discretion to choose among effective accommodations.

Deciding officials will provide the requestor with a written decision on the accommodation request. As soon as the deciding official determines whether the reasonable accommodation will be provided, the decision should be communicated to the requestor in writing. Barring the need for medical documentation or other extenuating circumstances, the written decision should be provided within 20 business days of the request. Documentation of this decision must also be recorded on Part B of Form CD-575. Parts A and B of Form CD-575 and all of the other documentation needed for information and reporting requirements should be forwarded to the RAC.

SECTION 12. DENIAL OF THE REASONABLE ACCOMMODATION REQUEST.

The notice of denial to the requestor shall include specific reasons for the denial, such as the reason a requested accommodation would not be effective or why it would result in undue hardship. Other reasons for denial may include: inadequacy of medical documentation to establish that the requestor is a “qualified individual with a disability;” the requested accommodation requiring the removal of an essential function; or the requested accommodation requiring the lowering of a performance or production standard.

If the deciding official has denied a specific requested accommodation, but offered an alternative which the requestor rejected, the denial notice must explain both the reasons for the denial of the requested accommodation and the reasons that the deciding official believes that the alternative accommodation would be effective. The denial notice must also inform the individual that he/she has the right to seek redress in an appropriate forum, which depending on the nature of the action, may include Equal Employment Opportunity (EEO) process, Merit System Protection Board process, or a negotiated grievance procedure.

SECTION 13. RECONSIDERATION OF A DENIAL OF REASONABLE ACCOMMODATION.

If an accommodation request is denied, an employee may, within 30 business days, appeal the decision. This appeal for reconsideration should be given in writing to the immediate supervisor or to a supervisor within the employee’s chain of command, and must state the reason for the denial. The supervisor must acknowledge receipt of the appeal for reconsideration within 5 business days. The requestor will receive in writing the final decision regarding the appeal within 30 business days after the appeal was filed.

Pursuing this reconsideration of a denial will not toll or change mandatory time limits for initiating EEO complaints or other grievance procedures.

SECTION 14. INFORMATION TRACKING AND REPORTING REQUIREMENTS.

After final determination of the reasonable accommodations request, the deciding official will complete the second part of the Request for Reasonable Accommodation Form CD-575, Part B and forward it to the servicing RAC.

RACs shall maintain a record of all accommodation requests in compliance with EEOC and Departmental procedures and the Rehabilitation Act of 1973, as amended. These records are necessary to evaluate the efficacy and consistency of the reasonable accommodation process. Information gathered from Form CD-575 will be compiled and analyzed annually for the “Report on Provision of Reasonable Accommodation” and transmitted to the Departmental Office of Civil Rights.

The records will be maintained for three years after the employee separates from the agency or after an appeal, if requested, is concluded, whichever is later. Applicant records will be maintained for three years after an applicant submits an application for employment, or all appeals concluded, whichever is later.

SECTION 15. REASSIGNMENT.

Reassignment is another form of reasonable accommodation; however it is considered the accommodation of “last resort.” This means that reassignment will be considered only if no other accommodation enables the individual to perform his/her current job, or if the only effective accommodation would cause undue hardship for the Department. Reassignment is the non-competitive transfer of an employee, who becomes unable to perform the essential functions of a position even with reasonable accommodation, to another funded vacant position within the Department that has essential functions the employee would be able to perform with reasonable accommodation if necessary.

The employee must meet the qualifications requirements for the position to which he or she will be reassigned. The Department is not required to create a new position.

SECTION 16. EXCLUSIONS TO THE POLICY.

The Department is not required to excuse conduct that would result in discipline or to accommodate an employee who poses a direct threat to the health and safety of him/herself or others. Because the determination as to whether specific conditions or impairments are qualifying disabilities, questions should be referred to the RAC, and/or Office of General Counsel (OGC) as necessary.

Current alcohol users who are unable to perform job duties or constitute a direct threat to property and safety of others may be appropriately disciplined, discharged, or denied employment.

A person who currently uses illegal drugs is not protected. However a person who is in or has completed drug rehabilitation and is no longer using illegal drugs is covered under this policy. (Drug means a controlled substance, as defined in schedules I through V of section 202 of the Controlled Substance Act (21 U.S.C. 812)).

Homosexuality, bisexuality, transvestitism, and transsexualism are not impairments and are not covered. Pregnancy is not a disability because it is not the result of a physiological disorder.

Also excluded, because they are not impairments:, compulsive gambling, kleptomania, pyromania, psychoactive substance disorders resulting from current use of illegal drugs, pedophilia, exhibitionism, voyeurism, gender identity disorders not resulting from physical impairments, or other sexual behavior disorders.

SECTION 17. CONFIDENTIALITY REQUIREMENTS.

Under the Rehabilitation Act and Privacy Act, all medical documentation and other information regarding the reasonable accommodation process must be kept confidential and disclosed on a strict need-to-know basis. This means that all medical information including information about functional limitations and reasonable accommodation obtained in connection with a request for reasonable accommodation must be kept secure in files separate from the individual’s Official Personnel File. All medical information and the completed Form CD-575 will be kept by the RAC as confidential medical files, separate from personnel records.

The confidentiality provisions apply to any medical information obtained from a disability-related inquiry or medical examination, as well as any medical information voluntarily disclosed by an employee or applicant. Confidential medical information is not limited to a diagnosis or prognosis. For example, it may include information about medical tests that does not include a specific diagnosis, or information about a form of reasonable accommodation provided to an employee.

Any medical information transmitted electronically shall be handled as “personally identifiable information” in accordance with Departmental policy.

Any Department employee who obtains or receives such information is strictly bound by these confidentiality requirements. Whenever medical information is disclosed, the disclosing individual must inform the recipients about the confidentiality requirements. All records will be maintained in accordance with the Privacy Act of 1974, as amended (5 U.S.C. § 552a), and Equal Employment Opportunities Commission (EEOC) and Departmental requirements. Any information regarding these records or any aspect of the accommodation process may be disclosed only to:

a. Supervisors, managers, and RACs who have a need to know about the eligibility of an individual to receive reasonable accommodation; the necessary restrictions on the work or duties of the employee; and any recommended accommodations, excluding medical information which should only be disclosed in extremely limited circumstances;

b. First aid and safety personnel if the medical condition might require emergency treatment;

c. Office of Civil Rights, Office of Human Resources Management, and/or OGC officials, if necessary to investigate the agency’s compliance with the Rehabilitation Act;

d. Workers Compensation Offices, if needed, to evaluate a claim or for insurance purposes; and

e. A Department medical officer when consulting with him/her regarding the interpretation of medical documents.

Safety personnel conduct voluntary surveys of employees in order to identify individuals needing assistance during evacuations or shelter-in-place exercises. The information collected will be kept confidential and shared only with emergency personnel assigned to assist during building emergencies.

SECTION 18. RESPONSIBILITIES.

.01 The Chief Financial Officer and Assistant Secretary for Administration shall:

a. Approve policies, directives and other materials outlining the Department's reasonable accommodation responsibilities; and

b. Fulfill, on behalf of the Secretary, the responsibilities as head of an operating unit, i.e., the Office of the Secretary. These duties are outlined in paragraph .02 below.

.02 Heads of operating units shall:

a. Foster an environment that supports reasonable accommodation;

b. Consult with the servicing human resources manager to identify and appoint a RAC and backups;

c. Provide funds for reasonable accommodation; and

d. Ensure compliance with provisions of this Order.

.03 The Director for Civil Rights shall:

a. Develop and issue Department policy and procedures for reasonable accommodation;

b. Advise Department officials regarding laws, regulations and Department policies pertaining to reasonable accommodation and complaints of discrimination;

c. Provide access to the Department’s EEO Manager in charge of the Disability Employment Program on policy questions about reasonable accommodation;

d. Issue reports as required by EEOC.

.04 Reasonable Accommodations Coordinators (RACs) shall:

a. Serve as a resource and impartial advisor in the reasonable accommodations process. The RAC may not serve as a deciding official in any reasonable accommodation request.

b. Ensure that managers, supervisors and human resources managers understand the law and regulations regarding reasonable accommodation. Provide advice on Department policy and on current issues in reasonable accommodation case law, such as whether a specific disability is covered by the Rehabilitation Act of 1973, as amended; whether the impairment substantially limits a major life activity; and whether there are alternative methods of accommodation that would effectively meet the need.

c. Ensure that Form CD-575 is completed appropriately. Maintain a database and produce reports as required by law and regulations.

d. If necessary, assist in the collection of medical information. Medical information may be necessary in some cases in order to evaluate whether a specific disability is covered by the Rehabilitation Act of 1973, as amended.

The mandatory time frames will not be suspended or extended because of the unavailability of a RAC. RACs must have designated alternates to provide reasonable accommodation advice when needed and should ensure that deciding officials and requestors know who has been designated as an alternate RAC.

.05 Deciding Officials shall:

a. Enter into the interactive process with the requestor;

b. Consult with the OGC as necessary before determining that an undue hardship would occur if an accommodation were provided;

c. Adhere to confidentiality requirements;

d. Adhere to required time frames; and

e. Coordinate with the RAC and others as necessary.

.06 Human Resources Managers shall:

a. Ensure that all vacancy announcements include the required reasonable accommodation statement from 5 CFR Part 330.707: “This agency provides reasonable accommodation to applicants with disabilities where appropriate. If you need a reasonable accommodation for any part of the application and hiring process, please notify the agency. Determinations on requests for reasonable accommodation will be made on a case-by-case basis”;

b. Ensure that all staff members who are involved in the application process are properly trained on how to recognize requests for reasonable accommodation and respond appropriately within required time frames;

c. Discharge responsibilities of managers and supervisors, as they apply to qualified applicants;

d. Identify funded vacant positions that are available for reassignment and are suitable to the requestor’s qualifications; consult with the affected employee to determine limits of search scope, job qualification and reasonable accommodation needs; and determine whether the employee is qualified for a particular job; and

e. Consult with the heads of the operating units serviced by the human resources office to identify suitable personnel to perform the duties of a RAC (and backups, as necessary) for each respective operating unit.

.07 Employees with disabilities who desire accommodation shall:

a. Initiate the reasonable accommodation process.

b. Upon request, provide sufficient medical documentation of the disabling condition.

.08 Applicants with disabilities who desire accommodations shall:

a. Initiate the reasonable accommodations process.

b. Upon request, provide sufficient medical documentation of the disabling condition.

SECTION 19. ASSISTANCE.

Questions concerning this Order or requests for alternative formats may be directed to the Departmental Office of Civil Rights, (202) 482-5691 (V/TDD/TTY).

SECTION 20. EFFECT ON OTHER ORDERS.

This Order supersedes Department Administrative Order 215-10, dated June 7, 1996.

Signed by: Director for Civil Rights

Approved by: Chief Financial Officer and Assistant Secretary for Administration

Office of Primary Interest: Office of Civil Rights

ATTACHMENT