The U.S. Equal Employment Opportunity Commission (EEOC) released a new fact sheet designed to educate job applicants on how Title I of the Americans with Disabilities Act (ADA) protects their rights throughout the hiring process. The fact sheet is available at www.eeoc.gov.
"While many people with disabilities are aware of the Americans with Disabilities Act, they may not fully understand how the law protects them," said Commission Chair Cari M. Dominguez. "The EEOC created this fact sheet to empower job seekers with disabilities by helping them to navigate all aspects of the hiring process."
The fact sheet covers employer obligations such as the provision of "reasonable accommodation" for applicants with disabilities who need assistance during the hiring process. Accommodations may include providing or modifying equipment, providing written materials in an accessible format (for example, braille), providing sign language interpreters, and ensuring that interviews are held in accessible locations. Applicants who require reasonable accommodations from prospective employers must request them and be prepared to explain why accommodation is needed.
The new publication also explains the ADA's rules on when employers may seek medical information from applicants. Before making a job offer, an employer cannot require a medical examination or ask questions that are likely to reveal that an applicant has a disability. The fact sheet reviews the types of questions that are prohibited during interviews and on applications, and discusses what questions an employer may ask of applicants with obvious disabilities, such as deafness or loss of a limb.
President George W. Bush has proclaimed October 2003 to be National Disability Employment Awareness Month, a time when private sector entities; federal, state and local government agencies; and advocacy organizations showcase the abilities of people with disabilities, and focus attention on removing barriers to employment.
Email This Page!