Enclosure (1) to COMDTINST 12713.1
B. This information may be disclosed only as follows:
1. Supervisors and managers who need to know (including the decision-maker who
requested that the FPWDPM obtain medical documentation) may be told about
necessary restrictions on the work or duties of the employee and about the
necessary accommodation(s), but medical information should only be disclosed
if necessary;
2. First aid and safety personnel may be informed, when appropriate, if the disability
might require emergency treatment; and
3. Government officials may be given information necessary to investigate Coast
Guard compliance with the Rehabilitation Act.
4. Human Resource Specialists/Command Staff Advisors who may require
information in accordance with any pending personnel actions.
5. Whenever medical information is disclosed, the individual disclosing the
information must inform the recipients of the information about the
confidentiality requirements that pertain to it.
7. TIME FRAMES FOR PROCESSING REQUESTS AND PROVIDING
REASONABLE ACCOMMODATIONS: The Coast Guard will process requests for
reasonable accommodation and provide accommodations, where they are appropriate, in
as short a time frame as reasonably possible. The Coast Guard recognizes, however, that
the time necessary to process a request will depend on the nature of the accommodation
requested and whether it is necessary to obtain supporting information.
A. Expedited processing: In certain circumstances, a request for reasonable
accommodation requires an expedited review and decision in a time frame that is
shorter than the 15 business days discussed below. This includes where a reasonable
accommodation is needed:
1. To enable an applicant to apply for a job. Depending on the timetable for
receiving applications, conducting interviews, taking tests, and making hiring
decisions, there may be a need to expedite a request for accommodation in order
to ensure that an applicant with a disability has an equal opportunity to apply for a
job. Therefore, the decision-maker needs to move as quickly as possible to make a
decision and, if appropriate, provide a reasonable accommodation.
2. To enable an employee to attend a meeting scheduled to occur shortly. For
example, an employee may need a sign language interpreter for a meeting
scheduled to take place in five days. The following should be completed:
a. If no supporting medical documentation is required, and no extenuating
circumstances apply, a request for reasonable accommodation shall be
processed and the accommodation, if granted, provided in no more than 15
business days from the date the decision-maker receives the request, and
sooner, if possible. Since decision-makers may need the full 15 business days
to engage in the interactive process and collect all relevant information about
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