Policy: It is the policy of CBP to provide reasonable accommodation for its qualified employees and applicants with disabilities in order to ensure that they enjoy full access to equal employment opportunity, unless a particular accommodation would impose an undue hardship on the operation of CBP’s programs.
Definition: An accommodation is an adjustment or alteration that enables a qualified person with a disability to apply for a job, perform job duties or enjoy the benefits and privileges of employment. There are three categories of reasonable accommodations:
CBP Employee: Employees with disabilities who desire accommodations shall: 1) Request an accommodation either orally or in writing to his or her immediate supervisor, another supervisor or manager in his/her chain of command, or to a PDO staff member; 2) Provide an interactive evaluation and accommodation recommendation from their treating health care provider, if requested; and 3) Provide a description of the accommodation requested, if known, and the explanation of how it would enable him or her to perform the job. Employee requests for personal assistance services (PAS) under Section 501 of the Rehabilitation Act of 1973 will be processed under CBP's current reasonable accommodation procedures.
CBP Prospective Employee: An applicant for employment with CBP who has received a final selection letter and requires an accommodation to perform job duties or to access a benefit of employment (e.g., training, office-sponsored events, emergency evacuation), shall email a Request for Reasonable Accommodation to CBPREASONABLEACCOMMODATION@cbp.dhs.gov.
CBP Applicant: The reasonable accommodation process begins for an applicant, when the applicant, or someone acting on his/her behalf, presents a request for accommodation either orally or in writing to the Indianapolis or Minneapolis Hiring Center or to the Office of Personnel Management (OPM) when OPM is the agency that is administering assessments to applicants.
For additional information, employees should contact their servicing DCR Officer.
Policy: It is the policy of CBP to prohibit discrimination against employees and applicants for employment based on religious beliefs, practices, or affiliation. In addition, CBP shall provide reasonable accommodation for the religious beliefs and/or practices of employees and applicants for employment unless providing a reasonable accommodation would result in undue hardship to CBP.
Definition: A modification or adjustment to the job application process or the manner in which work is performed to allow an individual to practice his or her religious beliefs without creating an undue hardship to CBP.
CBP Applicant: An applicant requesting a religious accommodation for any stage of the application process must submit a request for accommodation to the Indianapolis or Minneapolis Hiring Center or to the Office of Personnel Management (OPM) when OPM is the agency that is administering assessments to applicants. The Office of Human Resources Management (HRM) is responsible for processing requests for religious accommodation from applicants seeking employment with CBP.
CBP Employee: An employee shall request a religious accommodation either orally or in writing to their immediate supervisor with as much advance notice as possible. PDO is responsible for facilitating the interactive process between the employee and the management official to determine the appropriate reasonable accommodation under the circumstances. To ensure that CBP maintains accurate records regarding requests for religious accommodation, the receiving supervisor shall ask the employee to complete the CBP Religious Accommodation Request Form.
Religious Accommodation Resources:
