sexual nature constitute sexual harassment when the conditions as described in EEOC guidelines, Section 1604.11 are present.

Section 9--Employee Evaluation

Employees who use authorized official time in EEO activities who otherwise would be in a duty status, will not be disadvantaged on their appraisals for approved absences to participate in functions authorized under this article.

Section 10--Reasonable Accommodations for Employees with

A. In accordance with Section 501 of the Rehabilitation Act of 1973, as amended, Section 403 of the Vietnam Veterans Readjustment Assistance Act of 1974, as amended, and other Government-wide rules and regulations pertaining to the employment of individuals with disabilities, SSA is committed to affirmative action for the employment, placement, and advancement of qualified individuals with disabilities and disabled veterans.

B. SSA will offer reasonable accommodation to the known physical or mental limitations of qualified individuals with a disability regardless of type of appointment, unless the agency can demonstrate that the accommodation would impose an undue hardship on the operation of SSA's program as defined in 29 CFR 1614.203.

C. The parties recognize that individual accommodations will be determined on a case-by-case basis, taking into consideration the employee's specific disability, existing limitations, the work environment and any undue hardship imposed on the operation of SSA's program as defined above.  Qualified employees with disabilities may request specific accommodations.

D.  Both parties agree that reasonable accommodation means an adjustment made to a job and/or the work environment that enables a qualified person with a disability to perform the duties of that position.  SSA will eliminate undue delay in considering requests for reasonable accommodations for employees with disabilities despite general fiscal constraints.  Such accommodations are to be considered as exceptions to the general restrictions and will be evaluated on a case-by-case basis with regard to the merit of the request.

E. Should a non-probationary employee become unable to perform the essential functions of his or her position even with reasonable accommodation due to a disability the agency shall offer to reassign the employee when a funded vacant position is available and the other conditions in 29 CFR 1614.203(g) are met.

F. For employees with disabilities, job restructuring is one of the principal means by which some qualified workers with disabilities can be accommo