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Disability (Rehabilitation Act)


Post your thoughts and opinions here about disability-related news topics. Members can exchange their experiences and information so to help others navigate the different programs and services available.

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Polar Bear  
#1 Posted : Wednesday, July 04, 2018 8:08:25 AM(UTC)
Polar Bear

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Hi, so I've been eligible for Schedule A hiring for people with disabilities since 2009. I just now went ahead and am getting a letter from my doctor. In the past, I felt it would hurt my career search to use this vehicle into federal service. My question is some of the job postings are still asking for information that is no longer needed on Schedule A letters, and won't be on the letter I'm getting from the doctor. While I can obviously prove my condition in subsequent interactions, what should I do for applications that ask for that information on the letter? Still apply, ask for clarification, etc?

Second question, if the vacancy notice just asks for my eligibility under that program but does not specifically ask for the letter 'yet,' should I just go ahead and upload it to a miscellaneous heading/upload or only do so if asked after the vacancy closes?
FrankJr  
#2 Posted : Thursday, July 05, 2018 3:00:11 PM(UTC)
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Originally Posted by: Polar Bear Go to Quoted Post
Hi, so I've been eligible for Schedule A hiring for people with disabilities since 2009. I just now went ahead and am getting a letter from my doctor. In the past, I felt it would hurt my career search to use this vehicle into federal service. My question is some of the job postings are still asking for information that is no longer needed on Schedule A letters, and won't be on the letter I'm getting from the doctor. While I can obviously prove my condition in subsequent interactions, what should I do for applications that ask for that information on the letter? Still apply, ask for clarification, etc?

Second question, if the vacancy notice just asks for my eligibility under that program but does not specifically ask for the letter 'yet,' should I just go ahead and upload it to a miscellaneous heading/upload or only do so if asked after the vacancy closes?


https://www.usajobs.gov/...duals-with-disabilities/

Every question asked is answered on the usajobs site.


A disability letter from you doctor or a licensed medical professional that proves your eligibility for Schedule A appointment -- (not proves your disability)
rexdart  
#3 Posted : Tuesday, December 04, 2018 2:40:39 PM(UTC)
rexdart

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Originally Posted by: Polar Bear Go to Quoted Post
Hi, so I've been eligible for Schedule A hiring for people with disabilities since 2009. I just now went ahead and am getting a letter from my doctor. In the past, I felt it would hurt my career search to use this vehicle into federal service. My question is some of the job postings are still asking for information that is no longer needed on Schedule A letters, and won't be on the letter I'm getting from the doctor. While I can obviously prove my condition in subsequent interactions, what should I do for applications that ask for that information on the letter? Still apply, ask for clarification, etc?

Second question, if the vacancy notice just asks for my eligibility under that program but does not specifically ask for the letter 'yet,' should I just go ahead and upload it to a miscellaneous heading/upload or only do so if asked after the vacancy closes?


It's OK to ask in the application process if you need any accommodation *to apply for the job*. For instance, if you were deaf and needed a sign language interpreter in order to participate in a job interview, you should answer yes and describe your accommodation needs.

If the application asks if you will need an accommodation *in order to work on the job*, that's not kosher. All they're allowed to ask is something along the lines of "Can you perform the essential duties of the job, with or without accommodation?"

I was involved with a case where the position involved driving a government-owned vehicle. The applicant answered "Yes" to the above question, did a phone interview, and was hired. Only after the offer did the person say that they used a wheelchair and would need as an accommodation a GOV that was equipped with hand controls and a wheelchair lift. The office was pissed off about this, but the applicant was quite correct, and could (and did) perform the job with that reasonable accommodation.

On the second question, personally, I think it can't hurt, and I always attach my Schedule A letter (which only discloses that I have a disability but not what it is). Basically, I figure the potential benefit of someone knowing I'm eligible to be hired immediately and non-competitively outweighs the risk that someone will discriminate against me in blatant violation of the law.
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