Upon request, Fairfax County will provide reasonable accommodations to qualified applicants and employees with disabilities, unless doing so would cause an undue hardship to the hiring agency. A “reasonable accommodation” is any change in the hiring process or work environment or in the way work is performed that results in equal employment opportunity for an individual with a qualifying disability.
Applicants who need reasonable accommodation for any part of the application and/or hiring process should request the accommodation from the Department of Human Resources:
- Phone - 703-324-3311
- TTY - 703-222-7314
- Email - HRCentral@fairfaxcounty.gov
Applicants may also contact the Employment Division at 703-324-4900 (voice) or 703-222-7314 (TTY) for assistance.
Determinations on requests will be made on a case-by-case basis, based on the information provided to support the request. Applicants needing assistance with the online job application process are encouraged to come to the Department of Human Resources for personalized assistance. The Department is located at 12000 Government Center Parkway, Suite 270, Fairfax, Virginia, 22035.
Applicants who need a reasonable accommodation for the interview process should request the accommodation from the hiring manager at the time that the interview is being scheduled. However, applicants with disabilities are not required to disclose their disability prior to, or during, an interview. An interviewer may ask questions about the job’s essential functions and how the applicants can perform those functions. The interviewer is prohibited from asking questions about an applicant’s disability that are not relevant to the applicant’s ability to perform the essential functions of the job for which he/she is being interviewed.
Qualified individuals with disabilities may be provided reasonable accommodations upon request during the period of employment. Reasonable accommodations can apply to the duties of the job and/or where and how tasks are performed. Examples include:
- Providing interpreters or readers;
- Providing flexible work schedules;
- Providing accessible technology or other workplace adaptive equipment.
An employee may make an initial request for a reasonable accommodation, either verbally or in writing, to his/her immediate supervisor or any employee in his/her supervisory chain if the immediate supervisor is unavailable.
The Job Accommodation Network (JAN) is a good source of free, expert, and confidential guidance on workplace accommodations and disability employment issues.