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Affirmative Action Plan for the Recruitment, Hiring, Advancement, and Retention of Persons with Disabilities
Equal Employment Opportunity Commission Management Directive 715-01 (MD-715) requires federal agencies to report on their efforts to establish and maintain an effective equal employment opportunity (EEO) program that ensures equal employment opportunities for all employees and applicants for employment, regardless of:
  • Sex (including pregnancy, gender identity, and sexual orientation);
  • Age;
  • Race;
  • National origin;
  • Color;
  • Religion;
  • Disability status;
  • Protected genetic information (such as medical conditions or family medical history); and
  • Prior EEO activities.
Under 29 C.F.R. §1614.203(e), agencies must report to the Commission their affirmative action plan (PDF, 686.2 KB) for persons with disabilities and persons with targeted disabilities, and describe how their plan will improve the recruitment, hiring, advancement, and retention of these applicants.
Reasonable Accommodation Procedures and Personal Assistance Services
Agencies must prominently post their reasonable accommodation procedures (PDF, 1010.29 KB) for processing disability accommodation requests from employees and applicants under 29 C.F.R. § 1614.203(d)(3)(i). USCIS processes requests for personal assistance services for employees with targeted disabilities pursuant to these procedures, as well as 29 C.F.R. § 1614.203(d)(5) and the guidance of the Equal Employment Opportunity Commission.
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