64 Referral to a Reasonable Accommodation Committee

641 Overview

Supervisors and managers may refer the following to the RAC:

• All Postal Service employees, including career, non-career, and probationary.
• Employees whose conditions are job-related or are not job-related.
• Employees already in a limited-duty, light-duty, or rehabilitation assignment.
• Job applicants.

A supervisor or manager must refer a request for accommodation to the RAC when an employee has requested an accommodation or modification of his or her work assignment or job duties based on a medical reason, and one or more of the following is true for the supervisor:

• Is not certain if the impairment rises to the level of a disability under the Rehabilitation Act.
• Does not believe the employee is a qualified person with a disability.
• Has questions concerning the reasonableness of the accommodation requested and whether it poses an undue hardship.
• Believes the accommodation will pose a direct threat.
• Needs help finding a way to accommodate the individual.
• Is considering discipline because the employee is experiencing attendance problems in connection with the impairment.
• Believes the request for accommodation should be denied.
• Is considering separating the employee for inability to perform the functions of his or her position.
• Is considering withdrawing any existing accommodation for the employee.
• Has an employee for whom there is no work available due to existing limitations or restrictions.

In addition, referral to the RAC is appropriate in the following situations:

• When the supervisor observes an individual with an obvious or known disability having difficulty performing the essential functions of his or her job due to that disability, particularly if the supervisor is considering any type of disciplinary or administrative action regarding the employee in connection with this disability. In these cases, the referring manager or supervisor must advise the employee of the referral to the RAC.
• When an appointing official questions the medical suitability of an applicant.

Note: Supervisors and managers are not required to refer all requests for accommodation to a RAC. For example, if an employee requests specialized equipment, such as an ergonomic chair, and local management can provide the equipment expeditiously, there is no need for RAC involvement.