events. The interactive process is critical; decisions can’t be made without communicating with the requester to determine the issues and what is suitable. Decisions should be made as quickly as possible, and always within 30 calendar days. The Americans with Disabilities Act Amendments Act (ADAAA) has reduced the emphasis on whether an individual has a covered disability. Any disability that is not transitory and minor is considered to be covered by the Rehabilitation Act, which was amended to include the protections provided by the Americans with Disabilities Act. The VA Handbook will be revised to reflect the ADAAA. The caveat that if an employee has a visible disability or has submitted medical documentation in the past, VA cannot request new documentation still stands. It is critical that VA uses the correct form, VA Form 0857e. If the medical provider completes the VA Form 0857e, it will be VA’s policy to not request additional medical documentation. Instead, the facility or office must move to the decision process of whether the request will be granted or denied. Additional documentation can be requested only if the medical provider did not complete the VA 0857e. The request will be limited to the questions on the form: The nature, severity, and duration of the impairment. One or more of the activities the impairment limits (walking, reaching, breathing, etc.). The extent or degree to which the impairment limits an activity. The reason the individual requires accommodation or the particular accommodation requested. How the accommodation will assist the individual in applying for a job, performing the essential functions of the job, or to enjoy a benefits of employment. VA has lost EEO cases when additional medical documentation was requested, so adherence to this guidance is essential to the appropriate processing of accommodation requests. If you have any questions, please contact your EEO Officer. Secretary’s Awards ODI and the Office of Resolution Management joined together to recognize VA employees who have made exemplary accomplishments in furthering VA’s goals in the areas of alternative dispute resolution (ADR) and diversity and inclusion. VA Secretary Eric K. Shinseki presented the second annual ADR Excellence and Diversity and Inclusion Excellence Awards at a ceremony held Friday, October 21, 2011, in the G.V. Montgomery Conference Center at VA Central “Sonny” Office in Washington, D.C. The criteria for selection in furthering the goals of Alternative Dispute Resolution are based on individuals’ and programs’ demonstrated efforts in effectively
events. The interactive process is critical; decisions can’t be made without communicating with the requester to determine the issues and what is suitable. Decisions should be made as quickly as possible, and always within 30 calendar days. The Americans with Disabilities Act Amendments Act (ADAAA) has reduced the emphasis on whether an individual has a covered disability. Any disability that is not transitory and minor is considered to be covered by the Rehabilitation Act, which was amended to include the protections provided by the Americans with Disabilities Act. The VA Handbook will be revised to reflect the ADAAA. The caveat that if an employee has a visible disability or has submitted medical documentation in the past, VA cannot request new documentation still stands. It is critical that VA uses the correct form, VA Form 0857e. If the medical provider completes the VA Form 0857e, it will be VA’s policy to not request additional medical documentation. Instead, the facility or office must move to the decision process of whether the request will be granted or denied. Additional documentation can be requested only if the medical provider did not complete the VA 0857e. The request will be limited to the questions on the form: The nature, severity, and duration of the impairment. One or more of the activities the impairment limits (walking, reaching, breathing, etc.). The extent or degree to which the impairment limits an activity. The reason the individual requires accommodation or the particular accommodation requested. How the accommodation will assist the individual in applying for a job, performing the essential functions of the job, or to enjoy a benefits of employment. VA has lost EEO cases when additional medical documentation was requested, so adherence to this guidance is essential to the appropriate processing of accommodation requests. If you have any questions, please contact your EEO Officer. Secretary’s Awards ODI and the Office of Resolution Management joined together to recognize VA employees who have made exemplary accomplishments in furthering VA’s goals in the areas of alternative dispute resolution (ADR) and diversity and inclusion. VA Secretary Eric K. Shinseki presented the second annual ADR Excellence and Diversity and Inclusion Excellence Awards at a ceremony held Friday, October 21, 2011, in the G.V. “Sonny” Montgomery Conference Center at VA Central Office in Washington, D.C. The criteria for selection in furthering the goals of Alternative Dispute Resolution are based on individuals’ and programs’ demonstrated efforts in effectively
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