Employing People with Disabilities

NRC Employee Matthew Whorral participates in the National Disabilities Employment Advisory Month luncheon hosted by the Advisory Committee for Employees with Disabilities in October 2010.

The NRC works hard to recruit and employ people with disabilities. We work with community outreach groups, advertise positions in a variety of publications of interest to those with disabilities, and participate in career fairs sponsored by organizations concerned with disability issues. We even have a special coordinator and e-mail address for those with disabilities to contact the agency.

The NRC provides reasonable accommodations to remove workplace barriers for people with disabilities. These accommodations may include specialized computers and other assistive technology or equipment, telework and other flexible work schedules, and sign language interpreting services.

The agency also has a formal mentoring program and employees with disabilities are encouraged to participate in this program to discuss their career goals and aspirations with an experienced staff member. In addition, we have career development and leadership programs that greatly benefit employees with disabilities.

Disabled individuals interested in work opportunities at the NRC should send their resume to Disability.Resource@nrc.gov .

Peggy Etheridge
Disability Selective Placement Coordinator

Author: Moderator

Public Affairs Officer for the U.S. Nuclear Regulatory Commission

6 thoughts on “Employing People with Disabilities”

  1. It’s very commendable that the NRC is putting forth this effort, it’s a huge step forward for the US, good work!

  2. The purpose of reasonable accommodations is to, in a sense, level the playing field for individuals with disabilities so that they have the opportunity to take advantage of the same equal employment opportunities as those who do not have disabilities. The duty to provide reasonable accommodation is a fundamental statutory requirement because of the nature of discrimination faced by individuals with disabilities. Although many individuals with disabilities can apply for and perform jobs without any reasonable accommodations, there are workplace barriers that keep others from performing jobs which they could do with some form of accommodation. These barriers may be physical obstacles (such as inaccessible facilities or equipment), or they may be procedures or rules (such as rules concerning when work is performed, when breaks are taken, or how essential or marginal functions are performed). Reasonable accommodation removes workplace barriers for individuals with disabilities.

    An easy example of a workplace barrier may be the following: A person has a disability and as a result they have to take medication every morning by 8:00 a.m. The medication causes them to be a little light headed for up to one hour after being taken. As a result the employee cannot drive until they feel better. The employee’s regular tour of duty is 8 a.m. to 4:45 p.m. Now, because of the medication he or she cannot arrive to work at the start of the tour of duty (workplace barrier). A reasonable accommodation may be to allow the employee a flexible work schedule where he or she can arrive to work by 10 a.m. and work later to make up that time. With the approval of the new work schedule, the workplace barrier is removed.

  3. Great news, it can be often overlooked that those with a disability may also need a translator too. Can you elaborate on what “reasonable accommodations to remove workplace barriers” is about please?

  4. People with disabilities can do any job that a non-disabled person can do; however, some need accommodations to assist them. All individuals must be qualified for the position regardless of their ability or disability.

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