Summary As a global leader in public health & health promotion, CDC is the agency Americans trust with their lives. In addition to our everyday work, each CDC employee has a role in supporting public health emergency management, whether through temporary assignments to emergency responses or sustaining other CDC programs and activities while colleagues respond. Join our team to use your talent, training, & passion to help CDC continue as the world's premier public health organization. Visit www.cdc.gov Responsibilities As a Equal Employment Manager you will: Consult and partner with the OEEOWE Director in carrying out the functions of the Office as they relate to compliance with laws, regulations, policies, and procedures that govern requests for reasonable accommodation and accessibility. Serves as the Agency technical expert and provides advice and guidance to applicants, employees, and to management on the interpretation, intent and impact of laws, regulations, policies and programs pertaining to reasonable accommodation and accessibility. Obtain appropriate medical documentation from private physicians for review by CDC's expert medical consultants to determine whether a request for reasonable accommodation is justified under the law and suggests alternative accommodations to management as appropriate. Assure consistent and coordinated policy implementation under the general administrative direction from the Director. Develop, edits and revise CDC reasonable accommodation and accessibility procedures as statutory, regulatory, and case precedent require. Consult and partner with the OEEOWE Director in carrying out the functions of the Office as they relate to compliance with laws, regulations, policies, and procedures that govern requests for reasonable accommodation and accessibility. Serves as the Agency technical expert and provides advice and guidance to applicants, employees, and to management on the interpretation, intent and impact of laws, regulations, policies and programs pertaining to reasonable accommodation and accessibility. Consult and partner with the OEEOWE Director in carrying out the functions of the Office as they relate to compliance with laws, regulations, policies, and procedures that govern requests for reasonable accommodation and accessibility. Serves as the Agency technical expert and provides advice and guidance to applicants, employees, and to management on the interpretation, intent and impact of laws, regulations, policies and programs pertaining to reasonable accommodation and accessibility. Obtain appropriate medical documentation from private physicians for review by CDC's expert medical consultants to determine whether a request for reasonable accommodation is justified under the law and suggests alternative accommodations to management as appropriate. Assure consistent and coordinated policy implementation under the general administrative direction from the Director. Develop, edits and revise CDC reasonable accommodation and accessibility procedures as statutory, regulatory, and case precedent require. Serves as the CDC/ASTDR expert and principal advisor to the Director OEEOWE by providing authoritative advice on all matters relating to reasonable accommodation/accessibility plans, policies, and decisions. Manage the Processing of requests for reasonable accommodation and/or accessibility pursuant to the Executive Orders, EEOC's guidance, the Rehabilitation Act, the Americans with Disabilities Act, and established case precedent and uses established forms contained within the Disability Program and Reasonable Accommodation Services procedures, or develops new forms as appropriate. Appropriately and independently resolves issues involved in processing requests for reasonable accommodation/accessibility by conducting the appropriate legal research and analyzing the particular medical condition, supporting documentation, and opinions of the CDC medical consultant to provide appropriate guidance to management on whether the particular reasonable accommodation/accessibility request should be provided. While processing reasonable accommodation/accessibility request, draft coherent correspondence to the employee, the management official, treating physician, and the CDC medical consultant. Requirements Conditions of Employment Due to the Centers for Disease Control and Prevention's (CDC's) process enhancement to use Shared Certificates throughout the Agency, some of the requirements below may differ: US Citizenship required. Males born after December 31, 1959 must be registered or exempt from Selective Service (see http://www.sss.gov). May be subject to a Background/Security Investigation. Security clearance level may differ from the position announced when certificates are shared. CDC participates in the USCIS Electronic Employment Eligibility Verification Program (E-Verify). E-Verify helps employers determine employment eligibility of new hires and the validity of their Social Security numbers. Direct deposit is required. One-year probationary period may be required. This position may be subject to a Collective Bargaining Agreement. Time in grade (TIG) must be met within 30 days of the closing date of the announcement. This position has 20% supervisory duties, candidates must also have demonstrated or shown the potential to develop the necessary knowledge, skills, and abilities. Applicants should describe any previous experience or responsibilities which could be used in relation to the supervisory requirements of this position. This position may be subject to the OGE Financial Disclosure requirements of the Ethics in Government Act of 1978 (P.L. 95-521). CDC inspires public confidence in its trust responsibilities and mission by maintaining high ethical principles. If selected, you may be required to complete a Confidential Financial Disclosure Report (OGE Form 450) to determine if a conflict or an appearance of a conflict exists between your financial interest and your prospective position with the agency. If identified, this will be an annual requirement. In accordance with Executive Order 12564 of September 15, 1986, The Department of Health and Human Services (HHS) is A Drug-Free Federal Workplace. This position may require a Drug Test and be subject to Random Drug Testing. The position may require the submission of a urinalysis to screen for illegal drug use prior to appointment and be subject to reasonable suspicion and post-accident drug testing upon hiring. If required to submit to urinalysis, the appointment to the position will be contingent upon a negative test result. Qualifications All qualification requirements must be met by the closing date of the announcement. Minimum Qualifications: To qualify at the GS-14 grade level, you must have at least one year of specialized experience at or equivalent to the GS-13 grade level, which must include the following experience: performing a full range of management functions including planning, directing, and evaluating the program, developing program goals, and making long-range program plans for a Reasonable Accommodations program. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience. Education Additional Information Telework: This position has been designated as telework eligible and: May include remote work or telework options, and/or flexible work scheduling. These options may be requested once you have become an employee and you will be required to sign a Workplace Flexibilities Agreement that details remote or telework working conditions and expectations in accordance with the HHS Workplace Flexibilities Policy For more information visit: https://www.usajobs.gov/Help/faq/job-announcement/telework/ The Federal government, as the largest employer in the Nation, can and should show the way towards achieving drug-free workplaces through programs designed to offer drug users a helping hand, and at the same time demonstrating to drug users and potential drug users that drugs will not be tolerated in the Federal workplace if declared a drug-testing position. The use of illegal drugs, on or off duty, by Federal employees is inconsistent not only with the law-abiding behavior expected of all citizens, but also with the special trust placed in such employees as servants of the public. Current or Former Political Appointees: Agencies must seek prior approval from the Office of Personnel Management (OPM) before they can appoint a current or recent political appointee to a competitive or non-political excepted service position at any level under the provisions of title 5, United States Code. If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C, or Non-career SES employee in the executive branch, you MUST disclose that to the Human Resources Office. Failure to disclose this information could result in disciplinary action including removal from Federal Service. Current or Former Political Appointees: Submit SF-50. Incentives: Recruitment and/or relocation incentives may be authorized. Annual Leave for non-federal service may be authorized. Student loan repayment incentive may be authorized. Travel, transportation, and moving expenses may be paid. PCS Expenses may be authorized, subject to the terms of the Joint Travel Regulation (JTR).