Reasonable Accommodations Procedures

(To request a reasonable accommodation:

  • NRC employees are encouraged to submit a request using NRC Form 726, “Confirmation for Request for Reasonable Accommodation,” to the reasonable accommodations coordinator (RAC) or designee in the Office of the Chief Human Capital Officer through e-mail to
  • Individuals who apply for employment at the NRC are encouraged, but are not required, to submit the request through the supporting human resource specialist listed on the vacancy announcement or anyone connected with the particular application process, who will then forward the request to the RAC or designee.
  • Contractors may submit reasonable accommodations requests related to accessibility only. All other requests related to reasonable accommodations should be submitted to their employer (the contracting organization).

See NRC’s Policy and Procedures for Providing Reasonable Accommodation for Individuals with Disabilities for additional information.)

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The U.S. Nuclear Regulatory Commission's (NRC or Agency) strives to provide reasonable accommodations to its employees and applicants for employment with disabilities to assure that persons with disabilities enjoy full access to equal employment opportunities and benefits at the NRC. The NRC policy is to fully comply with the reasonable accommodation requirements of the Rehabilitation Act of 1973, and the Americans with Disabilities Amendments Act of 2008, as amended, which requires Federal agencies to provide reasonable accommodations to qualified employees or applications with disabilities, unless doing so would cause undue hardship. In addition, Title VII of the Civil Rights Act of 1964, as amended, requires Federal agencies to provide reasonable accommodations based on a sincerely held religious belief, practice, or observance, unless to do so would cause an undue hardship to the Agency. Reasonable accommodation is a cooperative, interactive process between the individual with a disability and the Agency. The NRC will process requests for reasonable accommodation and, where required by law, provide reasonable accommodations in a prompt, fair, and efficient manner.

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Statutory, Regulations, and Policy Guidance


  • Rehabilitation Act of 1973, Sections 501 and 505 - Sections 501 and 505 of the Rehabilitation Act of 1973 (Pub. L. 93-112) (Rehab. Act), as amended, these sections appear in Volume 29 of the United States Code, beginning at section 791. Section 501 prohibits employment discrimination against individuals with disabilities in the Federal sector. Section 505 contains provisions governing remedies and attorney's fees under Section 501.
  • Rehabilitation Act of 1973, Section 508 - Requires that Federal agencies must ensure comparable accessibility to persons with disabilities whenever the Agency uses electronic or information technology, unless such access would impose an undue hardship.

Executive Orders

  • Executive Order 13163 - Increasing the Opportunity for Individuals with Disabilities to be Employed in the Federal Government.
  • Executive Order 13164 - Requiring Federal Agencies to Establish Procedures to Facilitate the Provision of Reasonable Accommodation.
  • Executive Order 13548 - Increasing Federal Employment of Individuals with Disabilities.

Regulations and Policy Guidance

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  • U.S. Department of Defense’s (DOD), Computer/Electronic Accommodations Program (CAP) , provides consultation services on assistive technology and accommodations to Federal agencies supporting persons with disabilities.
  • U.S. Department of Labor’s (DOL), Office of Disability Employment Policy (ODEP), develops and influences policies and practices that increase the number and quality of employment opportunities for persons with disabilities.
  • The Job Accommodation Network (JAN), provides free one-on-one practical guidance and technical assistance on job accommodation solutions, Title I of the Americans with Disabilities Act (ADA) and related legislation, and self-employment and entrepreneurship options for persons with disabilities. JAN provides individualized consultation to assist:
    • Employers and their representatives seeking guidance on practical ways to engage in the interactive process, provide job accommodation solutions, and comply with Title I of the ADA;
    • Individuals with medical conditions and disabilities seeking information about job accommodation solutions, employment rights under the ADA, and self-employment and entrepreneurship opportunities; and
    • Family members and rehabilitation, medical, educational, and other professionals in their effort to support successful employment outcomes for individuals with medical conditions and disabilities.

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