Reassignment is a form of reasonable accommodation that may be required if the following applies:
Barring undue hardship, the Postal Service may be required to reassign the employee as a reasonable accommodation of last resort if the DRAC determines that no other reasonable accommodation will permit the employee with a disability to perform the essential functions of his or her current position.
Where reassignment is or may be appropriate, the DRAC should consult with Human Resources personnel (such as the District HR Manager, District LR Manager, Complement Coordinator, or HR Generalist). For reassignments generally, consider the following types of positions:
The DRAC should advise the employee that the Postal Service is prepared to explore reassignment to a vacant funded position for which he or she is qualified and for which his or her functional limitations can be accommodated; and invite the employee to indicate their preferences concerning the scope of the job search (see Exhibit 543, Reassignment Questionnaire).
Specific contractual agreements with the labor organizations control reassignment procedures for bargaining unit employees.
Note: The Postal Service is not obligated to pay relocation costs for a change in duty station that is for an employee’s benefit (see Handbook F–15, Travel and Relocation).
The employee may need reasonable accommodation to perform the essential functions of the new position. You must note efforts to accommodate with reassignment on the Reasonable Accommodation Decision Guide (see Exhibit 213(b)).
Exhibit 543
Reassignment Questionnaire (page 1)
Reassignment Questionnaire (page 2)
