Sometimes it is necessary for Federal hiring officials to make a reasonable workplace accommodation for a person with a disability, if requested and appropriate (unless so doing will result in undue hardship to the agencies). Reasonable accommodation can apply to the duties of the job, and/or where and how job tasks are performed. The accommodation should make it easier for the employee to successfully perform the duties of the position. Examples of reasonable accommodations include providing interpreters, readers, or other personal assistance; modifying job duties; restructuring work sites; providing flexible work schedules or work sites; and providing accessible technology or other workplace adaptive equipment.
An individual can request reasonable accommodation either orally or in writing. Individuals who need reasonable accommodation are responsible for making their needs known to their supervisors. The supervisor and the individual should clarify the individual's needs, and identify the appropriate reasonable accommodation required to meet those needs.
Further details are available under "Disability Discrimination" on the Employee Relations site.