Effective January 3, 2018, Equal Employment Opportunity Commission’s (EEOC) new regulations require federal agencies, as part of their affirmative action, to provide PAS while at work and during job-related travel, including when teleworking or working virtually, if the employee requires such services because of a targeted disability.
When an agency’s assignment of work-related travel results in an employee’s inability to rely on their usual source of PAS, during both work and off-work hours, agencies are required to provide PAS at all times during that work-related travel, as an RA.
- Examples of PAS
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A few PAS examples include having a person assist the employee with:
- Removing and putting on clothing;
- Eating;
- Using the restroom;
- Pushing a wheelchair; or
- Getting into or out of a vehicle at the worksite.
- When are PAS Required?
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Agencies are required to provide PAS to employees with targeted disabilities who need services:
- During the workday, including during telework.
- During employer-sponsored events, such as a holiday party.
- During work-related travel, both work and off-work hours (as an RA).
- Do’s and Don'ts
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Do
- Engage in the interactive process
- Try to resolve at lowest level
- Contact the RAC
- Act promptly for PAS request
Don't
- Discuss with others unless there is a need to know
- Treat the employee differently
- Ask for specific illness or medical documentation
- Ignore the request
- Ignore timelines
- Timeframes for PAS
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- The supervisor must confirm the request received and forward the request to the RAC within 5 business days.
- The RAC will request relevant and necessary medical documentation within 10 business days of receiving the request.
- Absent extenuating circumstances, Management must provide written notice of approval or denial of the request directly to employee no more than 30 business days from the date the request was made.