Reasonable Accommodation Program (RAP)
CISA is committed to providing reasonable accommodations to ensure full accessibility and equal opportunity to employment & program opportunities for all employees and applicants for jobs.
Disability
A reasonable accommodation (RA) is a change in the workplace environment or in the way things are customarily done that enables a qualified individual with a disability to enjoy equal employment opportunities, absent undue hardship.
Three areas where an accommodation may be requested:
- Job application process
- Ability to perform the essential functions of the job
- Enjoy equal benefits and privileges of employment as non-disabled employees and applicants
Personal Assistance Services (PAS) refers to a range of support for employees with targeted disabilities who need assistance with performing activities of daily living that an individual would typically perform if they did not have a disability, and that is not otherwise required as a reasonable accommodation, including, for example, assistance with removing and putting on clothing, eating, and using the restroom. PAS can be tailored to meet the specific needs of each individual.
- Procedure for Employees
- Visit the Reasonable Accommodation Management System (RAMS)to initiate your request.
- Complete the online Reasonable Accommodation Request (RAR) form within RAMS. If you are unable to access RAMS, you may download the RAR provided below and email it to CISA_ReasonableAccommodation@cisa.dhs.gov.
- Download the CISA Medical Inquiry Form and provide it to your medical provider to complete. Then, upload the completed form to RAMS.
- CISA Reasonable Accommodation Coordinator (RAC)/CISA Reasonable Accommodation Program will review documents and establish if criteria for coverage as a person with a disability is met, officially document the request, and provide the supervisor of record (deciding official/aka Decision Maker) with information and guidance concerning the request and next steps.
- Decision Maker begins the interactive process (asking clarifying questions to explore accommodations that address limitations; NOT to discuss diagnosis or prognosis).
- Decision Maker has up to 15 business days, from the time sufficient medical documentation is received, to provide a written decision to grant or deny the request.
- Procedure for Applicants
- Contact the CISA Access & Equity's Reasonable Accommodation Program (RAP) at CISA_ReasonableAccommodation@cisa.dhs.gov for the required forms, with the subject line “CISA Applicant Reasonable Accommodation Request.”
- Complete the provided Reasonable Accommodations Request (RAR) and Medical Inquiry forms and email them back to CISA_ReasonableAccommodation@cisa.dhs.gov.
- The Access and Equity/Reasonable Accommodation Division will review documents and establish if criteria for coverage as a person with a disability is met,as well as officially document the request and provide the supervisor of record, information and guidance concerning the request and next steps.
- Deciding Official begins the interactive process (ask clarifying questions, gather additional supporting documentation).
- Deciding Official has up to 15business days to provide a decision in writing to grant or deny the request, upon receipt of all required processing documentation.
For questions or comments, please send all reasonable accommodation inquiries to CISA_ReasonableAccommodation@cisa.dhs.gov.
Pregnancy
CISA is committed to reasonably accommodate employees' or applicants' known limitations relating to pregnancy, childbirth, or related medical conditions, unless doing so would cause “undue hardship” (meaning significant difficulty or expense).
Some examples of possible reasonable accommodations under the PWFA include:
- Additional, longer, or more flexible breaks to drink water, eat, rest, or use the restroom;
- Changing food or drink policies to allow for a water bottle or food;
- Changing equipment, devices, or workstations, such as providing a stool to sit on, or a way to do work while standing;
- Changing a uniform or dress code or providing safety equipment that fits;
- Changing a work schedule, such as having shorter hours, part-time work, or a later start time;
- Telework;
- Temporary reassignment;
- Temporary suspension of one or more essential functions of a job;
- Leave for health care appointments;
- Light duty or help with lifting or other manual labor; or
- Leave to recover from childbirth or other medical conditions related to pregnancy or childbirth.
This list just provides some examples; many other reasonable accommodations may exist. Also, a worker may need different accommodations at different times during the pregnancy or after childbirth.
- Procedure for Employees
- Visit the Reasonable Accommodation Management System (RAMS)to initiate your request.
- Complete the online Reasonable Accommodation Request (RAR) form within RAMS. If you are unable to access RAMS, you may download the RAR provided below and email it to CISA_ReasonableAccommodation@cisa.dhs.gov.
- Download the CISA Medical Inquiry Form and provide it to your medical provider to complete. Then, upload the completed form to RAMS.
- CISA Reasonable Accommodation Coordinator (RAC)/CISA Reasonable Accommodation Program will review documents and establish if criteria for coverage as a person with a disability is met, officially document the request, and provide the supervisor of record (deciding official/aka Decision Maker) with information and guidance concerning the request and next steps.
- Decision Maker begins the interactive process (asking clarifying questions to explore accommodations that address limitations; NOT to discuss diagnosis or prognosis).
- Decision Maker has up to 15 business days, from the time sufficient medical documentation is received, to provide a written decision to grant or deny the request.
- Procedure for Applicants
- Contact the CISA Access & Equity's Reasonable Accommodation Program (RAP) at mailto:CISA_ReasonableAccommodation@cisa.dhs.gov for the required forms, with the subject line “CISA Applicant Reasonable Accommodation Request.”
- Complete the provided Reasonable Accommodations Request (RAR) and Medical Inquiry forms and email them back to mailto:CISA_ReasonableAccommodation@cisa.dhs.gov.
- The CISA’s Reasonable Accommodation Program (RAP) will review documents and establish if criteria for coverage is met under the Pregnant Workers Fairness Act (PWFA), as well as officially document the request and provide the supervisor of record, information and guidance concerning the request and next steps.
- Deciding Official begins the interactive process (ask clarifying questions, gather additional supporting documentation).
- Deciding Official has up to 15business days to provide a decision in writing to grant or deny the request, upon receipt of all required processing documentation.
For questions or comments, please send all reasonable accommodation inquiries to CISA_ReasonableAccommodation@cisa.dhs.gov.
Religious Observances, Practices, & Beliefs
CISA is committed to reasonably accommodate our employees' or applicants' religious observances, practices, and beliefs, unless doing so would cause “undue hardship” (meaning a substantial burden on the agency's operations). This means that employees may be entitled to reasonable adjustments to the work environment that will allow them to practice their religion. Examples of some common religious accommodations include flexible scheduling, voluntary shift substitutions or swaps, job reassignments, and modifications to workplace policies or practices.
- Procedure for Applicants
If you are an applicant, and need a reasonable accommodation as part of the application process for a sincerely held religious belief or observance or practice, notify the point of contact listed on the Job Announcement. Determinations on such requests will be made as consistent with federal law.
- Procedure for Employees
If you are a current employee and need a reasonable accommodation for a religious observance, practice, or belief, contact your supervisor or CISA_ReasonableAccommodation@cisa.dhs.gov. Determinations on such requests will be made as consistent with federal law.
Accessibility
CISA is committed to providing accessible Information and Communication Technology (ICT) to individuals with disabilities, including members of the public and federal employees, by meeting or exceeding the requirements of Section 508 of the Rehabilitation Act of 1973, as amended (29 U.S.C. 794d)
Please visit the Accessibility webpage for more in-depth information.
Section 508 requires agencies, during the procurement, development, maintenance, or use of ICT, to make sure that individuals with disabilities have access to and use of ICT information and data comparable to the access and use afforded to individuals without disabilities (i.e., “ICT accessibility”), unless an undue burden would be imposed on the agency. The Section 508 standards are the technical requirements and criteria that are used to measure conformance with the law and incorporate the W3C Web Content Accessibility Guidelines (WCAG) 2.0.
More information on Section 508 and the technical standards can be found on Section508.gov.