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Fort Sill, Oklahoma 73503 ... usarmy.sill.imcom-central.mbx.usag-eeo mail.mil. 3. ... Name & Title of Individual Requesting Reasonable Accommodation:.

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How to fill out the Reasonable Accommodation Package - Fort Sill - Army online

Filling out the Reasonable Accommodation Package can be a crucial step for individuals seeking adjustments in their work environment. This guide provides clear instructions to assist users in successfully completing the necessary online documentation.

Follow the steps to fill out the form correctly.

  1. Click ‘Get Form’ button to obtain the form and open it in the designated editor.
  2. On pages 2 and 3 (Appendix B), the requestor should complete their personal information including today's date, employee name, email address, phone number, and title.
  3. Next, specify the agency or directorate, and provide details of the supervisor, including their name, phone number, and email.
  4. Indicate the name of the individual who initially received the accommodation request and check all applicable relationships.
  5. Briefly describe the medical condition that requires accommodation, and specify the accommodations that could allow the user to perform essential job functions.
  6. Check the categories that apply to your request for accommodation, such as alternate work schedule or assistive devices.
  7. Indicate the purpose of requesting the reasonable accommodation, making sure to specify the duration needed.
  8. If requested, attach any necessary medical documentation that substantiates the disability or requested accommodation.
  9. Review all information for accuracy, then fill out the certification and consent section, including signing and dating the document.
  10. Submit the completed form by email to the Fort Sill EEO office at the provided email address, ensuring to keep a copy for personal records.

Complete your Reasonable Accommodation Package online today for timely assistance.

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Because of my disability, I need the following accommodations: [LIST ACCOMMODATIONS]. A medical provider has prescribed this accommodation for my disability. I would like to meet with you to discuss these and any other accommodations that will enable me to have an equal opportunity to live in and enjoy this residence.

Examples of Reasonable Accommodations Acquiring or modifying equipment or devices such as adjusting a desk height to accommodate an employee who uses a wheelchair or providing an employee with quadriplegia a mouth stick device to type on their computer.

A reasonable accommodation is a change, exception, or adjustment to a rule, policy, practice, or service that may be necessary for a person with disabilities to have an equal opportunity to use and enjoy a dwelling, including public and common use spaces, or to fulfill their program obligations.

Step 1: Determine Whether the Employer Is Covered by the ADA. ... Step 2: Ensure a Policy and Procedure Exist for Handling Accommodation Requests. ... Step 3: Determine Whether the Employee with a Disability Is "Qualified" ... Step 4: Initiate the Interactive Process. ... Step 5: Assess if the Employee Has a Disability Under the ADA.

The agency may reject an employee's request for a reasonable accommodation for the following reasons: The employee is not an individual with a qualifying disability. ... The employee is unable to provide requested documentation from a medical professional that demonstrates that he/she has a qualifying disability.

The ability to perform essential job functions, with or without a reasonable accommodation, determines if an applicant or employee with a disability is qualified for the job. Courts have upheld that an employer may decide which functions are essential to the job.

Under Title I of the Americans with Disabilities Act (ADA), a reasonable accommodation is a modification or adjustment to a job, the work environment, or the way things are usually done during the hiring process.

Under the ADA, employers are only required to provide accommodations for employees who are experiencing workplace problems because of a disability. Therefore, unless you let your employer know that you have a disability, the employer is not obligated to consider accommodations under the ADA.

According to the EEOC, you only have to let your employer know that you need an adjustment or change at work for a reason related to a medical condition. You can use "plain English" to make your request and you do not have to mention the ADA or use the phrase "reasonable accommodation."

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