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Office of Human Resources

Equal Opportunity & Compliance


EOC Glossary

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Race (Protected Group)
  American Indian or Alaskan Native; Asian; Black or African American; Hispanic/Latino; Native Hawaiian or Other Pacific Islander; or Two or More Races.
 
Reasonable Accommodation
 
  • Any modification or adjustment to a job application process that enables a qualified individual with handicaps to be considered for the position such qualified individual desires, and which will not impose an undue hardship on the contractor's business (see, "Undue Hardship" below); or
  • Any modification or adjustment to the work environment, or to the manner or circumstances under which the position held or desired is customarily performed, that enables a qualified individual with handicaps to perform the essential functions of the position, and which will not impose an undue hardship on the operation of the contractor's business; or
  • Any modification that enables a contractor's employee with handicaps to enjoy equal benefits and privileges of employment as are enjoyed by its other similarly situated employees without handicaps, and which will not impose an undue hardship on the operation of the contractor's business.
Reasonable accommodation may include but is not limited to: (1) Making existing facilities used by employees readily accessible to and usable by individuals with handicaps; (2) Job restructuring; part-time or modified work schedules; (3) Reassignment to a vacant position; (4) Acquisition or modifications of equipment or devices; (5) Appropriate adjustment or modifications of examinations, training materials, or policies; (8) the provision of qualified readers or interpreters; and, (7) other similar accommodations for individuals with handicaps.

To determine the appropriate reasonable accommodation it may be necessary for the contractor to initiate an informal, interactive process with the qualified individual with a handicap in need of the accommodation. This process should identify the precise limitations resulting from the disability and potential reasonable accommodations that could overcome those limitations. Compare with "Religious Accommodation."
 
Religion (Protected Group)
  Religious beliefs and practices, not limited to mainstream religions, but also including moral or ethical beliefs which are sincerely held with the strength of religious views.
 
Religious Accommodation
  Requirement of a contractor to accommodate sincere religious observances and practices of an employee or prospective employee unless the contractor can demonstrate that it is unable to do so without undue hardship on the conduct of its business. Anything requiring more than a de minimis cost has been held by the Supreme Court to constitute "undue hardship" in this context.
 


Related Items
 
Asian (Federal Race/Ethnicity Code)
  All persons having origins in any of the original peoples of the Far East, Southeast Asia, and the Indian subcontinent.
 
Black or African American (Federal Race/Ethnicity Code)
  All persons having origins in any of the Black racial groups of Africa.
 
Native Hawaiian or Other Pacific Islander (Federal Race/Ethnicity Code)
  All persons having origins in any of the original peoples of Hawaii, Guam, Samoa, or other Pacific Islands.
 
Physical & Mental Job Qualification Requirements
  Physical and mental standards that an employer requires a person performing or applying for a job to meet.
 
Two or More Races (Federal Race/Ethnicity Code)
  All persons having origins in two or more of the other race categories.
 
White/Caucasian (Federal Race/Ethnicity Code)
  All persons having origins in any of the original peoples of Europe, North Africa, the Middle East, or the Indian Subcontinent.