56 Disability Retirement

Employees who meet eligibility requirements may apply through the Human Resources Shared Service Center for Office of Personnel Management disability retirement. The application for disability retirement includes an Agency Certification of Reassignment and Accommodation Efforts. Disability retirement standard operating procedures can be accessed on the personnel desktop under the Human Resources Web page on the Postal Service Intranet.

Exhibit 5-1

Reasonable Accommodation for the Deaf and Hard-of-Hearing (p. 1)

Reasonable Accommodation for the Deaf and Hard-of-Hearing

Management has an obligation to reasonably accommodate deaf and hard-of-hearing employees and applicants who request assistance in communicating with or understanding others in work-related situations, such as the following:

• During investigative interviews that may lead to discipline, discussions with a supervisor on job performance or conduct, or presentation of a grievance.
• During some aspects of training, including formal classroom training.
• During portions of employee assistance programs (EAP) and EEO counseling.
• In critical elements of the selection process, such as during testing and interviews.
• During regular staff meetings, employee orientations, and safety talks, combined federal campaign, and savings bond drive kickoff meetings.
• During the filing or meetings concerning an employee’s claim for on-the-job injury.

A reasonable accommodation must be approached on a case-by-case basis and based on an individual determination. This obligation is met by engaging in the interactive process described in an effort to identify an effective accommodation. The following should be considered:

• The ability of the employee to understand various methods of communication and the ability of others to understand the deaf or hard-of-hearing employee.
• The importance of the situation as it relates to work requirements, job rights, and benefits.
• The availability and cost of the alternative resources under consideration.
• Whether the situation requires confidentiality.

Include available resources such as, but not necessarily limited to, the following:

• Installation heads are authorized to pay for certified interpreters. Every effort will be made to provide certified interpreters when deemed necessary. The Registry of Interpreters for the Deaf offers information on locating and using interpreters and transliteration services. In some states and for certain situations, the state DVR may provide an interpreter at no charge.
• When a decision is made that providing an interpreter is the appropriate accommodation but no interpreter is available, other means of securing an interpreter should be used, such as Video Remote Interpreting (VRI) technology, if available.
• Volunteer interpreters or individuals skilled in signing obtained from the workforce or community. The level of such persons varies; ensure that any volunteers used are providing effective accommodation.
• In some situations, such as providing daily instructions and routine communications, written communications may be appropriate. The ability of employees who are deaf or hard-of-hearing to comprehend written communications should be considered.
• Supervisors, training specialists, and EAP and EEO counselors may be trained in sign language.
• Deaf or hard-of-hearing applicants will be scheduled for a specific examination time when an interpreter will be available.

 

 

Exhibit 5-1

Reasonable Accommodation for the Deaf and Hard-of-Hearing (p. 2)

Reasonable Accommodation for the Deaf and Hard-of-Hearing (p. 2)

• State or federal relay services or other postal-approved technology, such as Video Relay Service (VRS) or VRI, if available and authorized, or other new and evolving technology may provide a way for a deaf or hard-of-hearing employee to conduct Postal Service business by telephone with other employees and customers.
• When possible, interpretive services should be scheduled as far in advance as possible. In the event of an emergency situation, management should strive to communicate the nature of the emergency as soon as possible.

Management will provide the following assistance for employees who are deaf or hard-of-hearing:

• Films or videotapes developed on or after October 1, 1987, designed for the training or instruction of regular workforce employees, are to be opened or closed captioned.
• To the extent practicable, existing films or nationally developed videotapes that will continue to be used with some frequency by employees who are deaf or hard-of-hearing are to be close captioned.
• Special telecommunications devices for the deaf are to be installed in all Postal Service installations employing deaf employees in the regular workforce. Special telecommunication devices or telephone volume control devices are to be installed for hard-of-hearing employees whenever the employee needs a reasonable accommodation in order to communicate by phone. These devices are to be available to employees who are deaf or hard-of-hearing for official business and in the case of personal emergencies. Management is to provide training to staff on the use of these special telecommunication devices.
• Visual alarms are to be installed on powered industrial equipment in Postal Service installations employing deaf employees in the regular workforce or in installations where such a reasonable accommodation is necessary for a hard-of-hearing employee.
• Visual fire alarms are to be installed in all new Postal Service installations where the Postal Service installs audible fire alarms (installations for which the Postal Service as of June 12, 1991, had not yet awarded a contract for the design of the building).