Reasonable Accommodations
Federal employees with disabilities have the right to reasonable accommodations in the workplace. Learn about the process, your rights, and how AFGE Local 2883 can support you.
Your Legal Right to Accommodations
The Rehabilitation Act of 1973 (specifically Section 501) requires federal agencies to provide reasonable accommodations to qualified employees and applicants with disabilities, unless doing so would cause undue hardship to the agency. This law applies to all federal agencies, including the CDC.
Additionally, the Americans with Disabilities Act (ADA) and its amendments provide further protections and definitions that inform how federal reasonable accommodation policies are implemented. Together, these laws ensure that employees with physical or mental disabilities can perform the essential functions of their positions with appropriate support.
A reasonable accommodation is any change to the work environment, job duties, or the way things are usually done that enables a qualified individual with a disability to enjoy equal employment opportunities.
How to Request a Reasonable Accommodation
You can request a reasonable accommodation at any time. The request does not need to be in writing or use specific language — you simply need to let your supervisor or the Reasonable Accommodation Coordinator know that you need a change because of a medical condition or disability. However, submitting a written request is recommended for documentation purposes.
Step 1: Initiate the Request
Inform your supervisor, HR, or the Reasonable Accommodation Coordinator that you need an accommodation. You may also submit a formal request through the agency's reasonable accommodation process. Consider contacting AFGE Local 2883 before or during this step for guidance.
Step 2: Provide Medical Documentation
The agency may request medical documentation to support your request. This documentation should describe your condition and explain why the requested accommodation is needed. You are not required to disclose your specific diagnosis — only the functional limitations relevant to your job duties.
Step 3: Engage in the Interactive Process
The agency is required to engage in an interactive process with you to identify effective accommodations. This is a collaborative conversation between you and management to determine what accommodation will enable you to perform your job.
Step 4: Receive a Decision
The agency must provide a timely decision on your request. If approved, the accommodation should be implemented promptly. If denied, the agency must explain the reason and consider alternative accommodations.
Types of Accommodations
Reasonable accommodations take many forms depending on the individual's needs and job requirements. Below are some common categories of accommodations available to CDC employees.
Schedule Modifications
Adjusted work schedules, modified start and end times, or compressed work weeks to accommodate medical appointments, treatment schedules, or disability-related needs.
Telework Arrangements
Remote work options or increased telework days to accommodate mobility limitations, chronic conditions, or other disabilities that make commuting or office work difficult.
Assistive Technology
Screen readers, voice recognition software, ergonomic keyboards, magnification tools, hearing amplification devices, and other technology to support employees with disabilities.
Workspace Modifications
Adjustable desks, specialized seating, improved lighting, noise reduction measures, accessible parking, and other physical changes to the work environment.
The Interactive Process and Timeline
Once you submit your request, the agency is obligated to engage in a good-faith interactive process. This means management must work with you collaboratively — not simply deny your request without discussion.
Federal agencies, including the CDC, are expected to process reasonable accommodation requests promptly. While there is no single mandated timeline under federal law, EEOC guidance emphasizes that unnecessary delays can constitute a denial of accommodation. Many agencies have internal policies requiring decisions within 30 business days of receiving all necessary documentation.
If your request is taking longer than expected, contact AFGE Local 2883. Delays in the interactive process are a common issue, and your union can intervene on your behalf to ensure the agency is meeting its obligations.
What to Do If Your Request Is Denied
If your reasonable accommodation request is denied, you have several options:
Request reconsideration: Ask the agency to reconsider the decision, especially if you can provide additional documentation or suggest alternative accommodations.
File a grievance: Under the negotiated grievance procedure, AFGE can file a grievance on your behalf challenging the denial.
File an EEO complaint: You can contact an EEO counselor within 45 days of the denial to begin the EEO complaint process for disability discrimination.
Contact AFGE Local 2883: Your union representatives can advise you on the best course of action and provide representation throughout the appeal process.
How AFGE Local 2883 Can Help
Our union representatives are experienced in navigating the reasonable accommodation process. We can help you draft your request, accompany you to meetings with management, review medical documentation requirements, challenge denials, and ensure the agency follows proper procedures and timelines. You do not have to go through this process alone.