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NSA's Reasonable Accommodations program ensures all employees, including those with disabilities, have an equal opportunity to reach their highest potential and contribute fully to mission. We balance employee need and mission requirement to provide a wide array of accommodations that enable our employees to successfully perform the essential duties of their position. This might include anything from sit/stand desks to assistive technology and American Sign Language (ASL) interpreters. If you require reasonable accommodations during your application process due to a disability or if you have accessibility/mobility needs related to performing your essential job duties, please email ReasonableAccommodations@uwe.nsa.gov immediately. NSA's Office of Reasonable Accommodations and Accessibility (ORAA) will receive your accommodation request. An ORAA Reasonable Accommodations Manager may ask you to provide documentation to support your request. All information submitted to support an accommodation request is kept confidential and your privacy rights are protected. Additionally, if you are required to maintain possession of a medical electronic device(s) inside NSA Facilities (to include, but not limited to: hearing aids, glucose devices, insulin pumps, pace makers, etc.), you will need to complete a medical device questionnaire. Your device will need approval prior to entry/exit into NSA facilities. Please contact DL A5124_ALL@nsa.gov as soon as possible to communicate your medical device needs. NSA's ORAA manages the reasonable accommodations process. NSA is required to provide a workplace accommodation for qualified applicants with a disability within the meaning of the Rehabilitation Act of 1973, as Amended.
Review the full Reasonable Accommodations Process. Below is a summary of the process.
For Personal Assistance Services requests, applicants should contact ORAA at the following email: ReasonableAccommodations@uwe.nsa.gov. Requests can also be made by telephone: (301) 688-7779.
ORAA's Reasonable Accommodations Manager may need to obtain information to determine if an individual’s impairment is a “disability” pursuant to the Rehabilitation Act or to determine an appropriate accommodation. Where documentation is needed, ORAA's Reasonable Accommodations Manager will work with the applicant to obtain it. If clarification or additional information is needed, ORAA may request review of the medical documentation by the Agency’s Occupational Health and Well-Being (OHWB) Services, medical staff or another medical professional (at the Agency’s expense) if consent is provided by the applicant. ORAA's Reasonable Accommodations Manager or Agency medical staff may also give the applicant a list of questions to give to their (the applicant's) health care provider to answer, or ORAA/Agency medical staff may contact the medical provider directly.
ORAA's Reasonable Accommodations Manager may need to obtain information to determine if an individual’s impairment is a “disability” pursuant to the Rehabilitation Act or to determine an appropriate accommodation. Where documentation is needed, ORAA's Reasonable Accommodations Manager will work with the applicant to obtain it.
If clarification or additional information is needed, ORAA may request review of the medical documentation by the Agency’s Occupational Health and Well-Being (OHWB) Services, medical staff or another medical professional (at the Agency’s expense) if consent is provided by the applicant.
ORAA's Reasonable Accommodations Manager or Agency medical staff may also give the applicant a list of questions to give to their (the applicant's) health care provider to answer, or ORAA/Agency medical staff may contact the medical provider directly.
Individuals can track the processing of their requests by emailing: ReasonableAccommodations@uwe.nsa.gov or calling 301-688-7779. ORAA will communicate all decisions regarding a request for reasonable accommodations to the applicant/requestor.
Absent extenuating circumstances, requests are processed (including providing accommodation, if approved) as soon as possible, and no later than thirty (30) business days from the date the request is made. If ORAA must request medical information or documentation from a requestor’s doctor, the processing time frame will stop on the date an ORAA Reasonable Accommodations Manager makes a request and will resume on the date the information/documentation is received by the Reasonable Accommodations Manager. If an accommodation cannot be implemented within the 30 business days, an interim accommodation may be implemented, when possible.
Absent extenuating circumstances, requests are processed (including providing accommodation, if approved) as soon as possible, and no later than thirty (30) business days from the date the request is made.
If ORAA must request medical information or documentation from a requestor’s doctor, the processing time frame will stop on the date an ORAA Reasonable Accommodations Manager makes a request and will resume on the date the information/documentation is received by the Reasonable Accommodations Manager.
If an accommodation cannot be implemented within the 30 business days, an interim accommodation may be implemented, when possible.
ORAA will communicate all decisions regarding a request for reasonable accommodations to the applicant/requestor. A decision to provide an effective accommodation, even if it is one that differs from the one specifically requested by the applicant/requestor, will be considered a decision to grant a reasonable accommodation. The decision to provide an alternative, effective accommodation will be discussed with the applicant before implementation to ensure the applicant understands the alternative accommodation and agrees with it.
ORAA will communicate all decisions regarding a request for reasonable accommodations to the applicant/requestor.
A decision to provide an effective accommodation, even if it is one that differs from the one specifically requested by the applicant/requestor, will be considered a decision to grant a reasonable accommodation. The decision to provide an alternative, effective accommodation will be discussed with the applicant before implementation to ensure the applicant understands the alternative accommodation and agrees with it.
Once an individual is hired, job reassignment may be an accommodation for which they may be eligible. Job reassignment is considered an accommodation of last resort. Qualified individuals with disabilities who cannot be accommodated in their current position will be considered for reassignment to a vacant position as an accommodation in accordance with applicable authorities and procedures.
The Agency may deny an applicant their request for a reasonable accommodation. For example, the Agency may deny an accommodation when the applicant is not a qualified individual with a disability under the Rehabilitation Act of 1973 as amended, the accommodation creates an undue hardship, for national security considerations, and/or any other circumstances permitted under applicable authorities. If the Agency denies a request for accommodation, ORAA will provide the decision to the applicant. Specific reasons for the denial will be provided. If ORAA offers an accommodation other than the one requested, and the alternative accommodation is not accepted, the applicant’s rejection of the alternative accommodation will be documented. If an applicant disagrees with the approved accommodation(s) or believes their request should not have been denied, the applicant may request an appeal or reconsideration of the approved/denied accommodation(s) within 10 business days of the receipt of the decision by completing the Request for Reconsideration of a Reasonable Accommodation Decision Form. The reconsideration request form can be requested by emailing ReasonableAccommodations@uwe.nsa.gov. Completed forms can be submitted to that aforementioned email address or faxed to (301) 688-5405. NOTE: The Reasonable Accommodations Denial Board (RADB) appeals/reconsideration process does not apply to requests for religious accommodations; nor does it apply to decisions regarding requests for exemption to the Agency's COVID-19 facial covering, screening testing, and vaccination requirements. Individuals have the right to file an Equal Employment Opportunity (EEO) complaint with the Office of Discrimination Complaints.
The Agency may deny an applicant their request for a reasonable accommodation. For example, the Agency may deny an accommodation when the applicant is not a qualified individual with a disability under the Rehabilitation Act of 1973 as amended, the accommodation creates an undue hardship, for national security considerations, and/or any other circumstances permitted under applicable authorities. If the Agency denies a request for accommodation, ORAA will provide the decision to the applicant. Specific reasons for the denial will be provided.
If ORAA offers an accommodation other than the one requested, and the alternative accommodation is not accepted, the applicant’s rejection of the alternative accommodation will be documented. If an applicant disagrees with the approved accommodation(s) or believes their request should not have been denied, the applicant may request an appeal or reconsideration of the approved/denied accommodation(s) within 10 business days of the receipt of the decision by completing the Request for Reconsideration of a Reasonable Accommodation Decision Form. The reconsideration request form can be requested by emailing ReasonableAccommodations@uwe.nsa.gov. Completed forms can be submitted to that aforementioned email address or faxed to (301) 688-5405. NOTE: The Reasonable Accommodations Denial Board (RADB) appeals/reconsideration process does not apply to requests for religious accommodations; nor does it apply to decisions regarding requests for exemption to the Agency's COVID-19 facial covering, screening testing, and vaccination requirements. Individuals have the right to file an Equal Employment Opportunity (EEO) complaint with the Office of Discrimination Complaints.
The RADB will convene within 10 business days of receipt of written request for reconsideration in ORAA. Individuals will be notified of the date their reconsideration request was received. Applicants should provide their written request for reconsideration by emailing: ReasonableAccommodations@uwe.nsa.gov or sending a fax to (301) 688-5405. A final decision will be rendered within 15 business days from the date of receipt of the reconsideration request in ORAA. The Chief of ORAA will provide the applicant the final decision from the Board in writing.
The RADB will convene within 10 business days of receipt of written request for reconsideration in ORAA. Individuals will be notified of the date their reconsideration request was received.
Applicants should provide their written request for reconsideration by emailing: ReasonableAccommodations@uwe.nsa.gov or sending a fax to (301) 688-5405.
A final decision will be rendered within 15 business days from the date of receipt of the reconsideration request in ORAA. The Chief of ORAA will provide the applicant the final decision from the Board in writing.
Under the Rehabilitation Act of 1973, as amended, medical information obtained through the reasonable accommodation process must be kept confidential. This generally means that all medical information that the Agency obtains in connection with a request for reasonable accommodation must be kept in files separate from the individual’s personnel file. This includes the fact that an accommodation has been requested or approved and information about an employee’s functional limitations. It also means that any Agency employee who obtains or receives such information is strictly bound by these confidentiality requirements. Individuals with access to information necessary to make a decision about granting a reasonable accommodation may not disclose this information unless one or more of the exceptions apply: The ORAA may inform an employee’s supervisor or manager of certain information. ORAA may inform other Agency official(s), as necessary, to make appropriate determinations on a reasonable accommodation request. The information disclosed will be no more than is necessary to process the request. First aid and safety personnel may be informed, when appropriate, if the disability might require emergency treatment. Government officials investigating compliance with the Rehabilitation Act. In certain circumstances, information may be disclosed to workers’ compensation offices or insurance carriers. Agency EEO&A officials may be given the information in aggregate terms to maintain records and evaluate and report on the Agency’s performance in processing reasonable accommodation requests. When release is required by law or court order. If medical information is disclosed under these circumstances, ORAA will inform the recipients about confidentiality requirements associated with the medical information and the obligation of the recipients to safeguard the information accordingly.
Under the Rehabilitation Act of 1973, as amended, medical information obtained through the reasonable accommodation process must be kept confidential. This generally means that all medical information that the Agency obtains in connection with a request for reasonable accommodation must be kept in files separate from the individual’s personnel file. This includes the fact that an accommodation has been requested or approved and information about an employee’s functional limitations. It also means that any Agency employee who obtains or receives such information is strictly bound by these confidentiality requirements. Individuals with access to information necessary to make a decision about granting a reasonable accommodation may not disclose this information unless one or more of the exceptions apply:
Notice to applicant or employee who chooses to pursue statutory remedies for denial of reasonable accommodation: These procedures create no new enforceable rights under section 501 of the Rehabilitation Act, or any other law. Executive Order 13164, which requires all Federal agencies to adopt reasonable accommodations procedures, explains in section 5(b) that the procedures are “intended only to improve the internal management of the executive branch and does not create any right or benefit.” For an EEO complaint: Contact an EEO Counselor in the Office of Discrimination Complaints within 45 days from the date of receipt of the written resolution notice or verbal response to the request (whichever comes first). EEO Counselors can be reached by email: EEO_Counselors@nsa.gov or by telephone: (301) 688-1087. If a counselor is not contacted within 45 days the right to file a complaint may be lost. Individuals are encouraged to use informal dispute resolution processes to resolve complaints regarding reasonable accommodations. Notice of Rights Architectural Barriers Act of 1968 (42 U.S.C. § 4151-57): The Architectural Barriers Act (ABA) generally requires facilities that are designed, built, altered, or leased with Federal funds be accessible to individuals with disabilities. The Agency’s Installations & Logistics organization is responsible for ensuring the physical accessibility of Agency facilities. Visit the NSA webpage, “Report a Barrier to Facilities and Services” (https://www.nsa.gov/ABA/) to report an ABA issue. The U.S. Access Board is an independent federal agency that promotes equality for people with disabilities through leadership in accessible design and the development of accessibility guidelines and standards. The Access Board’s ABA accessibility standards are available on its website at: https://www.access-board.gov/aba/. Subject to certain limitations and exclusions, the Department of Defense (DOD) has adopted the Access Board’s ABA accessibility standards. Information about filing an ABA complaint with the Access Board is located on its online ABA complaint form: https://access-board.my.site.com/s/ In accordance with Executive Order 13164 and other applicable authorities, these procedures do not create any new rights for Executive branch applicants or employees nor do they limit an individual’s rights under the Rehabilitation Act of 1973. These procedures are “intended only to improve the internal management of the executive branch and does not create any right or benefit, substantive or procedural, enforceable at law or equity by a party against the United States, its agencies, its officers, its employees, or any person.”
Notice to applicant or employee who chooses to pursue statutory remedies for denial of reasonable accommodation: These procedures create no new enforceable rights under section 501 of the Rehabilitation Act, or any other law. Executive Order 13164, which requires all Federal agencies to adopt reasonable accommodations procedures, explains in section 5(b) that the procedures are “intended only to improve the internal management of the executive branch and does not create any right or benefit.”
For an EEO complaint: Contact an EEO Counselor in the Office of Discrimination Complaints within 45 days from the date of receipt of the written resolution notice or verbal response to the request (whichever comes first). EEO Counselors can be reached by email: EEO_Counselors@nsa.gov or by telephone: (301) 688-1087. If a counselor is not contacted within 45 days the right to file a complaint may be lost. Individuals are encouraged to use informal dispute resolution processes to resolve complaints regarding reasonable accommodations. Notice of Rights Architectural Barriers Act of 1968 (42 U.S.C. § 4151-57): The Architectural Barriers Act (ABA) generally requires facilities that are designed, built, altered, or leased with Federal funds be accessible to individuals with disabilities. The Agency’s Installations & Logistics organization is responsible for ensuring the physical accessibility of Agency facilities. Visit the NSA webpage, “Report a Barrier to Facilities and Services” (https://www.nsa.gov/ABA/) to report an ABA issue. The U.S. Access Board is an independent federal agency that promotes equality for people with disabilities through leadership in accessible design and the development of accessibility guidelines and standards. The Access Board’s ABA accessibility standards are available on its website at: https://www.access-board.gov/aba/. Subject to certain limitations and exclusions, the Department of Defense (DOD) has adopted the Access Board’s ABA accessibility standards. Information about filing an ABA complaint with the Access Board is located on its online ABA complaint form: https://access-board.my.site.com/s/ In accordance with Executive Order 13164 and other applicable authorities, these procedures do not create any new rights for Executive branch applicants or employees nor do they limit an individual’s rights under the Rehabilitation Act of 1973. These procedures are “intended only to improve the internal management of the executive branch and does not create any right or benefit, substantive or procedural, enforceable at law or equity by a party against the United States, its agencies, its officers, its employees, or any person.”
NSA's FY2023 Performance relative to FY2023 Affirmative Action Plan for the Recruitment, Hiring, Advancement, and Retention of Persons with Disabilities