Enclosure (2) to COMDTINST 12713.1
DEFINITIONS
1. Decision-Maker. The Coast Guard official responsible for accepting, processing, and
determining whether to grant or deny requests for an accommodation. Depending on the
type of request, the decision-maker will be:
2. Dispute Resolution Process. Any voluntary mechanism through which an individual
can request reconsideration of a denial of reasonable accommodation, regardless of
whether the person has started the EEO complaint process.
3. Essential Functions. Those job duties that are so fundamental to the position that the
individual holds or desires that s/he cannot do the job without performing them. A function
can be "essential" if, among other things: (1) the position exists specifically to perform that
function; (2) there are a limited number of other employees who could perform the
function; or (3) the function is specialized and the individual is hired based upon his/her
ability to perform it. Determination of the essential functions of a position must be done on
a case-by-case basis so that it reflects the job as actually performed, and not simply the
components of a generic position description.
4. Major Life Activity. Basic activities that the average person in the general population
can perform with little or no difficulty, such as caring for oneself, performing manual
tasks, walking, seeing, speaking, hearing, breathing, learning and working.
5. Qualified Individual with a Disability. An individual with a covered disability is
qualified if (1) s/he satisfies the requisite skill, experience, education, and other job-related
requirements of the position; and (2) s/he can perform the essential functions of the
position, with or without reasonable accommodation.
6. Reasonable Accommodation. Any change in the work environment or in the way things
are customarily done that would enable a qualified individual with a disability to enjoy
equal employment opportunities.
7. Reassignment. A form of reasonable accommodation that, absent undue hardship, is
provided to employees (not applicants) who, because of a disability, can no longer
perform the essential functions of their job, with or without reasonable accommodation.
Reassignments are made only to vacant positions and to employees who are qualified for
the new position. If the employee is qualified for the position, s/he will be reassigned to
the job and not have to compete for it. A reassignment is a reasonable accommodation of
last resort and should not be considered until after all accommodations have been
considered and deemed not appropriate.
8. Receiving Officials. The officials designated to officially receive a request for
reasonable accommodation for an employee or applicant (or an individual acting on
his/her behalf), determine who will handle the request (the Decision-maker), and monitor
the request until it is closed out.
9. Undue Hardship. A specific type of accommodation that, if granted, will cause
significant difficulty or expense. A determination of undue hardship is made on a case-
by-case basis, considering factors that include the nature and cost of the accommodation,
and the impact of the accommodation on the operation of the agency. If an undue
hardship determination is made on an accommodation request, it does not have to be
granted.
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