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542 Limited Duty, Light Duty, Rehabilitation Assignments, and the Rehabilitation Act. 542.1 Overview. The terms “limited duty,” “light duty,” and “rehabilitation assignment” have very specific and different meanings within the Postal Service.
When an employee seeks to leave a light duty, limited duty, or rehabilitation assignment position and obtain a different job, the RAC must assess the situation to see if the employee can perform in the position desired, with or without reasonable accommodation.
New PS Form 2499, Offer of Modified Assignment (Limited Duty), is effective October 1, 2007. The purpose of this form is to do the following: Promote the timely offer of available limited duty job assignments to injured employees. Facilitate service-wide standardization of the method of documenting limited duty job offers.
Your information will be used to offer a modified assignment. Collection is authorized by 39 U.S.C. 401, 410, 1001, 1005, and 1206. Providing the information is voluntary, but if not provided, we may not process this modified assignment offer.
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REQUEST FOR TEMPORARY LIGHT DUTY. PART A - (To be completed by employee and given to immediate supervisor) I am requesting a temporary light duty assignment to accommodate a non-work related injury or illness, and I have attached appropriate medical documentation to support my request.
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- 11 Policy
- 12 Purpose
- 141 Overview
- Defining “Substantially Limits” Criteria
- 143 Determining Who Is an Individual With a Record of a Disability
- 144 Determining Who Is an Individual Associated With a Person With a Disability
- 145 Determining Who Is an Individual Regarded as Having a Disability
- 146 Determining Who Is a Qualified Individual With a Disability
- 147 Determining Direct Threat
- 151 Goal
- Example of Undue Hardship: Fundamental Alteration of the Nature or Operation of the Business
- 161 Multiple Protections
- 211 Overview
- 212 Requesting An Accommodation
- 213 Acting Upon a Reasonable Accommodation Request
- 222 Step One: Determine Whether an Individual Has a Disability and Meets Minimum Qualification Standards
- Job
- Defining Abilities and Limitations: Employees
- 225 Step Four: Identify Potential Accommodations
- Identifying Undue Hardship
- Minimizing Safety Hazards
- 227 Step Six: Select and Implement the Accommodation From Identified Reasonable Alternatives That Can Be Implemented Without an Undue Hardship
- 231 Facilities
- Extenuating Circumstances
- 242 Documentation
- 243 Interim and Trial Accommodations
- 253 Informal Dispute Resolution
- 31 Special Needs of Test Applicants
- 321 Overview
- 322 Maintaining the Competitive Nature of the Examination
- 323 Preserving the Examination’s Effectiveness as a Measurement Tool
- 331 Overview
- Requesting a Reasonable Accommodation for Examinations
- Documentation Required
- Overview
- Other Testing Accommodations
- Accommodations That May Affect the Competitive Nature or Validity of the Selection Process
- 334 Accommodations That May Not Be Reasonable or Impose An Undue Hardship in Examinations
- Accommodation Options for Testing Individuals Who Are Deaf or Hard of Hearing
- When Using a Sign Language Interpreter for the Deaf (p. 2)
- End-of-Training Examinations
- 41 Policy
- 42 Recruitment
- 43 Competitive Selection and Placement of Individuals With Disabilities
- 441 Overview
- 442 Job Information for Rehabilitation Counselors
- 444 Probation Period for Individuals Hired Under the Noncompetitive Process
- 451 Overview
- 51 Orientation and Training
- 52 Bids, Promotions, and Reassignments
- 53 Disabilities Inquiries and Medical Examinations
- 541 Overview
- Reasonable Accommodation for an Employee With an Occupational Illness or Injury Which Is Also a Disability Under the Rehabilitation Act
- Reasonable Accommodation for An Employee Who Requests Light Duty
- 543 Reassignment as a Reasonable Accommodation
- 55 Modification of Vehicles, Vehicle Assignments, and Automated Mail Processing Machines as a Reasonable Accommodation
- 61 Policy
- 62 Members
- Members of the District Reasonable Accommodation Committee
- 63 Consultation With the Law Department
- 641 Overview
- 642 Limited Duty, Light Duty, and Rehabilitation Assignments
- 643 Family and Medical Leave Act Requests
- 644 RAC Role in Medical Suitability Determinations
- 652 The RAC’s Findings
- 66 Final Decision
Postal ServiceTM policy provides procedures, guidance, and instructions on matters of reasonable accommodation that involve applicants and employees with disabilities in order to assist managers and supervisors in meeting our legal and regulatory responsibilities in the day-to-day decision-making process.
This handbook establishes procedures that enable Postal Service managers and supervisors to make sound decisions regarding reasonable accommodation for qualified individuals with disabilities during the following: The processes of recruitment, examination, or hiring; and The course of their employment, including requests for accommodation to perfor...
The Rehabilitation Act protects four categories of people. An individual must be qualified to perform the job and show that he or she fits into one of the following four categories: A person with a disability. A person with a record of a disability. A person associated with a person with a disability. A person regarded as having a disability. In ad...
The “substantially limits” criteria is not a demanding standard. An impairment need not prevent, or significantly or severely restrict, an individual from performing a major life activity. Determining whether an impairment substantially limits a major life activity requires an individualized assessment; in most cases, this does not demand extensive...
An individual has a record of a disability if the individual has a history of, or has been misclassified as, having a mental or physical impairment that substantially limits a major life activity as compared to most people in the general population. The Postal Service will construe broadly, and without extensive analysis, whether an individual has ...
The law prohibits discrimination against individuals who are associated with or take care of a person with a disability. The Postal Service may not refuse to hire a person simply because he or she must take care of a spouse or family member who has a disability. However, the law does not require employers to provide a reasonable accommodation to an...
The Rehabilitation Act protects a person who the employer erroneously believes has an impairment that substantially limits a major life activity. For example, an applicant for a letter carrier job who has a limp may be regarded as having a disability if the hiring official concludes without any inquiry that the applicant could not walk a full route...
To be protected under the Rehabilitation Act, an individual must also be “qualified” for the job. “Qualified” means that the individual must be able to perform the essential functions of a job safely, with reasonable accommodation if necessary, just like any other employee. Note: An employee or applicant may not be “qualified” even though he or sh...
An individual is not “qualified” for the position if his or her performance in the job would result in a direct threat. “Direct threat” means a significant risk of substantial harm to the health or safety of the individual or others that a reasonable accommodation cannot eliminate or reduce to an acceptable degree. The risk of harm must be more tha...
The goal of reasonable accommodation is to enable qualified individuals with disabilities to: Perform the essential functions of the job. Enjoy equal benefits and privileges of employment as employees without disabilities enjoy.
Generally, the law does not require accommodations that would change the fundamental nature of business operations. Factors to consider in establishing undue hardship based on fundamental alteration are: Type of operations conducted. Composition, structure, and functions of the workplace. Geographic separateness and administrative or fiscal relatio...
Although an individual may not qualify for reasonable accommodation under the Rehabilitation Act, he or she could still be entitled to the benefits of other laws, rules, or regulations. For example, the Rehabilitation Act may or may not cover a pregnant employee, but the Family and Medical Leave Act (FMLA) may entitle her to leave protection, and T...
Qualified individuals with disabilities may require reasonable accommodation during the application process, during the course of their employment with the Postal Service, or both. Questions concerning reasonable accommodation can arise in several ways: When an applicant requests reasonable accommodation in the examination or hiring process. When t...
The Postal Service activates the reasonable accommodation process whenever the following occurs: An employee or applicant, or someone acting on behalf of the employee or applicant, makes an oral or written request for reasonable accommodation. A manager or supervisor observes the following: An employee with a known physical or mental disability hav...
When an accommodation request is received, whether orally or in writing, it must be processed promptly, using the guidance contained in this handbook (see 24, Time Frames for Processing Requests for Reasonable Accommodation). An informal dialogue should be conducted with the requestor to determine exactly: The accommodation requested. The reason fo...
The Postal Service is entitled to know that an employee or applicant has a covered disability that requires a reasonable accommodation. You may not ask for documentation to support the existence of a disability when an applicant’s or employee’s disability is obvious (such as blindness). If you are unsure whether the employee or applicant has a disa...
Step 2 in the six-step reasonable accommodation process is to determine the essential functions of the job. The term “essential functions” is defined as the fundamental job duties of the position the individual with a disability holds or desires; the term excludes marginal functions of the position. job function may be considered essential for seve...
For employees requesting reasonable accommodation, consider medical and other information provided by the employee to determine the following: Job-related limitations, and How to overcome them. Ask the employee what he or she thinks is needed to enable him or her to perform the job. Alternatively, districts and areas, as well as Headquarters, have ...
Once you have identified essential functions of the job as well as the individual’s abilities and limitations, you are in a position to determine the following: Whether the individual can perform the essential functions of the job without an accommodation, and if not; Whether you can make reasonable accommodations to enable the individual to perfor...
The law does not require reasonable accommodations that would impose an undue hardship on the Postal Service. Reasonableness focuses on what employers in general might view as an ordinary or normal accommodation. “Undue hardship” focuses on specific impacts on the specific employer from which an individual has requested the accommodation. Undue har...
Remember, like the requirement that an individual with a disability be able to perform the essential functions of a position, an essential element of being qualified for every position is the performance of the position without posing a direct threat to health or safety of the individual or others. In some situations, the disability of an applicant...
You must consider the individual’s preferences and the effectiveness of each accommodation and its cost. Select the accommodation most appropriate for both the operation and the individual. The chosen accommodation need not be the best or most expensive, or even the one preferred by the individual. As long as the accommodation is reasonable and ena...
As prescribed by federal law, the Postal Service’s policy is to provide accessibility for all individuals with disabilities, employed or to be employed, by making any required alterations to specific buildings where they work. Handbook RE-4, Standards for Facility Accessibility, contains detailed guidance on facility accessibility for individuals w...
Extenuating circumstances are limited situations in which unforeseen or unavoidable events prevent the prompt processing of a request or an accommodation. The following are examples of extenuating circumstances: The purchase of equipment may take a month or longer. The employee with a disability needs to try working with equipment to ensure that it...
When a disability, need for reasonable accommodation, or both are not obvious or otherwise known, an employee or applicant may be required to provide documentation. The Postal Service may request, and the individual requesting an accommodation is required to provide, medical information related to the individual’s disability in order to engage in t...
Keep in mind that if there is a reasonable likelihood that an individual will be entitled to an accommodation, but the accommodation cannot be provided immediately, an interim reasonable accommodation shall be granted that allows the individual to perform some or all of the job’s essential functions without creating an undue hardship. For example, ...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
The RAC must consult the manager of the operation or office affected by the request for reasonable accommodation and he or she must approve the request or determination using the RAC as a consultative source or guide. If the manager decides not to follow the RAC’s recommendation to accommodate the individual, the manager must do the following: Docu...
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People also ask
Does the Postal Service eliminate essential functions of a position?
What if an employee is not addressed with a modified assignment (limited duty)?
Can an employee with a disability request permanent or long-term light duty?
What are 'limited duty' and'rehabilitation assignment'?
New PS Form 2499, Offer of Modified Assignment (Limited Duty), is effective October 1, 2007. The purpose of this form is to do the following: Promote the timely offer of available limited duty job assignments to injured employees. Facilitate service-wide standardization of the method of documenting limited duty job offers.
