Enclosure (1) to COMDTINST 12713.1
2. The FPWDPM for benefit and privilege accommodations, or
3. The senior Human Resources manager responsible for servicing the vacancy, for
job application accommodation.
a. In addition, the FPWDPM, will be available, as needed, to provide guidance
and assistance to employees and decision-makers in processing requests.
Benefits and privileges of employment involve equal access to programs,
which include, but are not limited to, employer-sponsored training, services
(e.g., employee assistance programs, credit unions, cafeterias, gymnasiums,
transportation), and social functions.
b. All decision-makers must have designated backups to continue receiving,
processing, and providing reasonable accommodations when the decision-
maker is unavailable. Decision-makers should ensure that individuals know
who has been designated as backup. In the absence of the first-level
supervisor, accommodation requests will be directed to the next available
person above the supervisor in the chain of command. The time frames
discussed in Section 7, below, will not be suspended or extended because of
the unavailability of decision-makers.
4. THE INTERACTIVE PROCESS:
A. The next step is for the parties to begin the interactive process to determine what, if
any, accommodation should be provided. This means that the individual requesting
the accommodation and the decision-maker must talk to each other about the request,
the process for determining whether an accommodation will be provided, and
possible accommodations.
B. Communication is a priority throughout the entire process. This involves the
decision maker and the requester taking a proactive approach in searching out and
considering possible accommodations, including consulting appropriate resources
for assistance. The employee/applicant requesting the accommodation must
participate in helping to identify an effective accommodation. As the first step, the
decision-maker will:
1. Explain to the applicant/employee s/he will be making the decision on the
request; and
2. Describe what will happen in the processing of the request. This initial
discussion should happen as soon as possible.
C. When a third party makes a request for accommodation, the decision-maker should, if
possible, confirm with the applicant or employee with a disability that s/he, in fact,
wants a reasonable accommodation before proceeding. It may not be possible to
confirm the request if the employee has, for example, been hospitalized in an acute
condition. In this situation, the decision-maker will process the third party's request
and will consult directly with the individual needing the accommodation as soon as it
is practicable. The individual may refuse to accept an accommodation that is not
needed.
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