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Accommodating Employees with Disabilities
1. Determine if the person is an individual with a disability.
An individual with a disability is one who:
- Has a physical or mental impairment that substantially limits one or more of the person's major life activities.
- Has a record of having an impairment that substantially limits one or more of the person's major life activities.
- Or is regarded as having an impairment that substantially limits one or more of the person's major life activities.
29 CFR 1630.2 (g).
"Substantially limits" and "major life activity" are both terms of art that have been defined by
regulation and case law. Except in the case of readily apparent disabilities, such as blindness, agencies should not
make assumptions about whether or not individuals have disabilities. Instead, if an individual makes a request for reasonable
accommodation, and the extent and impact of the claimed impairment are not obvious, an agency should promptly consider
the following two questions. If the answer to both is "yes," the agency should move on to the next step in
the analysis.
 
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