Reasonable accommodations for disability and religion

It is the policy of the CFPB to ensure equal access and employment opportunities to qualified individuals with disabilities by providing reasonable accommodations unless doing so would cause undue hardship.

If you are an applicant and need a reasonable accommodation because of a disability for any part of the application and hiring process, notify the point of contact listed on the Job Announcement.  Determinations on such requests will be made as consistent with federal law.

If you are a CFPB employee and need a workplace adjustment or reasonable accommodation because of a disability or medical condition, contact the Benefits and WorkLife Team in the Office of Human Capital. 

If you are a member of the public and need assistance to participate in a CFPB event or activity, you may file an accommodation request. You may also file a formal accessibility complaint.

CFPB will provide reasonable accommodation when a qualified individual with a disability needs it to:

  • perform essential functions of his or her job;
  • equally appreciate the benefits and privileges of employment that are available to
  • employees without disabilities; and
  • successfully overcome issues raised in a disciplinary or performance-based action proposed or taken when the employee identifies mitigating circumstances and subsequently requests a reasonable accommodation to address the reasons supporting the disciplinary or performance-based action.

CFPB is committed to providing reasonable accommodations to applicants for jobs at CFPB.

Such requests are processed under separate procedures. Applicant requests for accommodation are processed by the Bureau of Public Debt. The process for applicant requests can be found in each CFPB vacancy announcement. CFPB also provides reasonable accommodations to members of the public when necessary to ensure equal access to CFPB facilities, communications, programs and activities. An ergonomic request that is not associated with a disability should be directed to the Administrative Operations, Facilities Team. Routine requests from employees for ergonomic equipment are processed under separate procedures. A request for IT equipment that is not associated with a disability should be directed to the Administrative Operations, Technology and Innovation Team. Procedures and information about the enforcement of nondiscrimination on the basis of disability in programs and activities conducted by CFPB, and denial of access to electronic and information technology, are governed by 12 C.F.R Part 1072.

CFPB is committed to processing requests for reasonable accommodations in a timely, efficient, and fair manner and to maintaining open and continuous communication to ensure employees and supervisors are aware of accommodation options and the status of requests. CFPB treats all specific requests for reasonable accommodation, and all information and accompanying medical documentation provided during the reasonable accommodation process, as confidential.

CFPB will review the reasonable accommodation policy no later than 18 months after issuance.

Reasonable accommodation for religious observances, practices, and beliefs

The law requires the Bureau to reasonably accommodate a CFPB employee’s or applicant’s religious observances, practices, and beliefs, unless doing so would cause “undue hardship” (i.e., in this context, more than a minimal burden on the operations of the Bureau’s business). This means that Bureau employees may be entitled to reasonable adjustments to the work environment that will allow them to practice their religion. Examples of some common religious accommodations include flexible scheduling, voluntary shift substitutions or swaps, job reassignments, and modifications to workplace policies or practices.