The Centers for Disease Control and Prevention (CDC) decided to stop approving long-term remote work as a “reasonable accommodation” for employees with disabilities. Then, in response to strong internal and public opposition, they quickly announced that the change was “paused.” “The most sweeping civil rights violation against federal employees in decades,” according to unions AFGE Local 2883 and AFGE Local 3840.
The Americans with Disabilities Act, the Rehabilitation Act, and the Americans with Disabilities Amendments Act. Don’t agree with the situation. But it gets even more complicated because the CDC eliminated its Equal Employment Opportunity Office on April 1, and this leaves accommodation requests in limbo.
Meanwhile, people are still worried about safety after the recent shooting attack at the Atlanta facility.
It seems like total chaos, but the CDC says that before moving forward, they have to check the validity of the policy and get more clarity from the Department of Health and Human Services (HHS).
What changed with the CDC
To stay in line with an August HHS regulation that excluded remote work as a choice, CDC stopped the authorization and extension of long-term telework as accommodation for people with disabilities. But people were, of course, not happy with this, and complaints and questions began to rise. That’s when the CDC said that it was actually just “pausing” the implementation while they finished a legal study and requested clarification from HHS.
The problem is simple for both unions and employees: working from home is a very useful adaptation for many disabled workers to keep on with their tasks in a safe and efficient way. But they also noted that the proposed change seemed to be contradicting existing protections, like the Americans with Disabilities Act, the Rehabilitation Act, and the Americans with Disabilities Amendments Act. And it even goes against a January 22 memorandum from the Trump Administration (OMB/OPM) that recognized telework as a valid accommodation.
At the same time, the closing of the Equal Employment Opportunity Office‘s closure has delayed answers to pending requests, and this is creating genuine concerns about people’s employment and well-being since they’re now in a legal gray area.
What workers and Congress think about this
The biggest problem here is the communication, well, the lack of it
The president of AFGE Local 2883, Yolanda Jacobs told public radio: “If there’s any discussions happening, it’s happening between the CDC’s leadership and HHS, it’s not happening with the employees.” She added, “Employees are finding out secondhand and last minute.”
Safety is the other pressure point. On August 8, a gunman fired more than 500 rounds at buildings on the Atlanta campus; a responding officer was killed. On September 16, Georgia Senators Raphael Warnock and Jon Ossoff wrote to Acting Director James O’Neill seeking safety assurances before any broad return to campus. They noted, “Images taken after the attack show hundreds of bullet holes in the windows of at least four CDC buildings, an eerie reminder of how close these dedicated public servants were to harm’s way. Public health workers at CDC wake up every day to protect us from unseen threats. They deserve to be and feel safe at their job.”
The senators asked CDC to assess protocols and vulnerabilities, provide mental-health support and flexible options, and partner with AFGE Local 2883 on a town hall to monitor staff well-being.
People want legal clarity, safety, and real communication
A “pause” is not a solution. Workers are waiting for stronger security, mental-health support, and flexible options, as Senators Warnock and Ossoff already demanded.
With simple rules, practical procedures, and honest communication, the CDC might still achieve its public health goal while respecting the civil rights of those who make it happen.