About the Individuals with Disabilities Program
(1) Strive for the achievement of a civilian work force in which disabled individuals (including persons with targeted disabilities and disabled veterans) are represented in every major organizational element, occupational category, and grade level.
(2) Provide reasonable accommodation and ensure equal opportunity in hiring, advancement, training, and treatment of disabled individuals.
As a model employer, Fort Lee continues to strive to ensure that individuals with disabilities are not discriminated against and will ensure they enjoy full access to equal opportunities in employment at this installation.
Frequently Asked Questions
Who is an individual with a disability?
An individual with a disability has a physical or mental impairment that substantially limits one or more of the person’s major life activities; has a record of such an impairment; and, is regarded as having such impairment.
What is a major life activity?
A major life activity is a function that the average person in the general population can perform with little or no difficulty. Major life activities include activities such as caring for oneself, seeing, hearing, walking, breathing, speaking, learning, sitting, standing, lifting, reaching, and working.
Who is a qualified individual with a disability?
A qualified individual with a disability has the skills, experience, education, and other requirements of the job the individual holds or desires, and can perform the essential functions of the position with or without reasonable accommodation.
The Rehabilitation Act of 1973, as amended, protects qualified employees and applicants with disabilities in the Executive Branch of the Federal government from employment discrimination based on disability. In 1992, the substantive employment standards of the Americans with Disabilities Act, 42 U.S.C. Section 12111, et seq., were made applicable to the Federal Government through the Rehabilitation Act. The amended law requires Federal employers to provide reasonable accommodations to qualified individuals with disabilities so that employees with disabilities can enjoy the benefits and privileges of employment equal to those enjoyed by similarly situated employees without disabilities.
The amended law also requires Federal agencies to provide reasonable accommodation for known physical or mental limitations of qualified employees and applicants, unless doing so would cause undue hardship.
A reasonable accommodation may include adapting the job site or job functions for a qualified person with a disability. This does not mean that the employer must lower the standards of work for the position or change the job requirements. Reasonable accommodations that can be requested may include, but are not limited to the following:
- Making existing facilities accessible
- Utilizing part-time or modified work schedules
- Providing qualified readers and interpreters
- Acquiring or modifying equipment
Disabled Veteran Affirmative Action Plan
It is the policy of this installation to take positive steps to hire, place, advance, and retain qualified disabled veterans. This policy is not meant to establish preferential treatment in employment and advancement of disabled veteran employees except as required by law or regulation.