§ 2.1.i NA2022: Difference between revisions

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§ 2.1.i NA2022 (edit)

Revision as of 18:50, 4 October 2023

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→‎MOU Reasonable Accommodation for The Deaf and Hard Of Hearing
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==== MOU Reasonable Accommodation for The Deaf and Hard Of Hearing ====
==== MOU Reasonable Accommodation for The Deaf and Hard Of Hearing ====
MANAGEMENT'S RESPONSIBILITY
MANAGEMENT'S RESPONSIBILITY
Management has an obligation to reasonably accommodate deaf and hard
Management has an obligation to reasonably accommodate deaf and hard of hearing employees with a disability under the Rehabilitation Act (the “Act”) and applicants who request assistance in communicating with or understanding others in work related situations, such as but not limited to:
of hearing employees with a disability under the Rehabilitation Act
<ol style="list-style-type:lower-alpha">
(the “Act”) and applicants who request assistance in communicating with
  <li>During investigatory interviews which may lead to discipline, discussions with a supervisor on job performance or conduct, corrective actions or presentation of a grievance pursuant to Article 17 and other provisions of the Collective Bargaining Agreement.</li>
or understanding others in work related situations, such as but not limited
  <li>During formal classroom instruction and some aspects of informal training.</li>
to:
  <li>During portions of EAP programs and EEO counselings.</li>
a. During investigatory interviews which may lead to
  <li>In critical elements of the selection process such as during testing and interviews.</li>
discipline, discussions with a supervisor on job performance
  <li>During employee orientations and safety talks, CFC and Savings Bond Kickoff meetings.</li>
or conduct, corrective actions or presentation of a grievance
  <li>During the filing or meetings concerning an employee's OWCP claim.</li>
pursuant to Article 17 and other provisions of the
  <li>During service talks longer than five (5) minutes and meetings to discuss work procedures, policies and assignments.</li>
Collective Bargaining Agreement.
  <li>During meetings to discuss excessing or consolidation and A reasonable accommodation must be approached on a highly individual, case-by-case basis. The individual’s input must be considered prior to making a decision regarding accommodation.</li>
b. During formal classroom instruction and some aspects of in-
</ol>
formal training.
IMPLEMENTATION</br>
c. During portions of EAP programs and EEO counselings.
This obligation is met by selecting an appropriate resource from the variety of resources available. In selecting a resource, the following, among
d. In critical elements of the selection process such as during test-
ing and interviews.
e. During employee orientations and safety talks, CFC and
Savings Bond Kickoff meetings.
f. During the filing or meetings concerning an employee's OWCP
claim.
g. During service talks longer than five (5) minutes and meet-
ings to discuss work procedures, policies and assignments.
h. During meetings to discuss excessing or consolidation and
A reasonable accommodation must be approached on a highly indi-
vidual, case-by-case basis. The individual’s input must be considered
prior to making a decision regarding accommodation.
IMPLEMENTATION
This obligation is met by selecting an appropriate resource from the varie-
ty of resources available. In selecting a resource, the following, among
others, should be considered, as appropriate:
others, should be considered, as appropriate:
• Management Instruction (MI) regarding Providing Com-
* Management Instruction (MI) regarding Providing Communications Accommodations to Employees and Applicants who are Deaf or Hard of Hearing.
munications Accommodations to Employees and Applicants
* The ability of the deaf and hard of hearing employee to understand various methods of communication and the ability of others to understand the deaf and hard of hearing employee.
who are Deaf or Hard of Hearing.
* The importance of the situation as it relates to work requirements, job rights, and benefits.
• The ability of the deaf and hard of hearing employee to under-
* The availability and cost of the alternative resources under consideration.
stand various methods of communication and the ability of oth-
* Whether the situation requires confidentiality.</br>
ers to understand the deaf and hard of hearing employee.
Available resources which should be considered include, but are not limited to the following:
• The importance of the situation as it relates to work require-
<ol style="list-style-type:lower-alpha">
ments, job rights, and benefits.
  <li>Installation heads are authorized to pay for certified interpreters.
• The availability and cost of the alternative resources under con-
sideration.
• Whether the situation requires confidentiality.
Available resources which should be considered include, but are not lim-
ited to the following:
a. Installation heads are authorized to pay for certified interpreters.
Every effort will be made to provide certified interpreters when
Every effort will be made to provide certified interpreters when
deemed necessary by an application of the principles set forth
deemed necessary by an application of the principles set forth
herein. Costs for sign language interpreting services are cov-
herein. Costs for sign language interpreting services are cov-
ered by a centralized budget at Headquarters.
ered by a centralized budget at Headquarters.
b. In some states, the Division of Vocational Rehabilitation (DVR)
  <li>In some states, the Division of Vocational Rehabilitation (DVR)
provides interpreters at no charge.
provides interpreters at no charge.
c. Volunteer interpreters or individuals skilled in signing may be
  <li>Volunteer interpreters or individuals skilled in signing may be
obtained from the work force or from the community. A skilled
obtained from the work force or from the community. A skilled
i. During meetings to discuss retirement options and issues
i. During meetings to discuss retirement options and issues
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interpreter is anyone who can provide effective interpreta-
interpreter is anyone who can provide effective interpreta-
tion in the sign language used by the signing employee.
tion in the sign language used by the signing employee.
d. In some situations, such as day-to-day instructions and rou-
  <li>In some situations, such as day-to-day instructions and rou-
tine communications, written communications may be appro-
tine communications, written communications may be appro-
priate based on the employee’s ability to comprehend written
priate based on the employee’s ability to comprehend written
communications.
communications.
e. All Postal Service employees who supervise employees who
  <li>All Postal Service employees who supervise employees who
are deaf and hard of hearing, as well as , training specialists,
are deaf and hard of hearing, as well as , training specialists,
EAP, and EEO counselors may be trained in sign language and
EAP, and EEO counselors may be trained in sign language and
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o Providing qualified sign language interpreters.
o Providing qualified sign language interpreters.
o Use of VRI and VRS.
o Use of VRI and VRS.
f. Deaf and hard of hearing applicants will be scheduled for a spe-
  <li>Deaf and hard of hearing applicants will be scheduled for a spe-
cific examination time when an interpreter will be available.
cific examination time when an interpreter will be available.
Management will provide the following assistance for deaf and hard of
Management will provide the following assistance for deaf and hard of
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not a prerequisite to the filing or processing of a grievance.
not a prerequisite to the filing or processing of a grievance.
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</ol>
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