that it believes to be relevant to a person's ability to perform a job....
Search Results "Job Recruitment"
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Information That May Be Requested in Post-Offer Examinations or Inquiries
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Medical Examinations
If a worker has an on-the-job injury which appears to affect his/her ability to do essential job functions, a medical examination or inquiry is job-related and consistent with business necessity...
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4.2 Overview of Legal Obligations
Even if a standard is job-related and consistent with business necessity, if it screens out an individual with a disability on the basis of disability, the employer must consider if the...
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Selection of Playgrounds
A purposive snowball sampling technique was used to recruit local park and recreation agencies by phone, e-mail and in person. ...
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Pre-Employment, Post-Offer
employees in the same job category....
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1630.2(j)(3)(II)(B)
(B) The job from which the individual has been disqualified because of an impairment, and the number and types of jobs utilizing similar training, knowledge, skills or abilities, within...
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When An Employee Becomes Disabled
by the Act if s/he can perform the essential functions of the job with or without reasonable accommodation....
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Are You Protected by The ADA?
If you have a disability and are qualified to do a job, the ADA protects you from job discrimination on the basis of your disability....
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Substantially Limited in Working
a very specialized job in a particular field....
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5.5(g) Background and Reference Checks
5.5(g) Background and Reference Checks Before making a conditional job offer, an employer may not request any information about a job applicant from a previous employer, family member...
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1630.2(j)(3)(II)(C)
(C) The job from which the individual has been disqualified because of an impairment, and the number and types of other jobs not utilizing similar training, knowledge, skills or abilities...
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1630.2(n)(3)(II)
(II) Written job descriptions prepared before advertising or interviewing applicants for the job;...
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§1630.2(n)(3)(ii)
(ii) Written job descriptions prepared before advertising or interviewing applicants for the job;...
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Q. May an employer inquire as to whether a prospective employee is disabled?
The employer may ask a job applicant whether he or she can perform particular job functions....
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C. Technical standards for content validity studies
(2) Job analysis for content validity. ...
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Q. Who is a "qualified individual with a disability?"
Requiring the ability to perform "essential" functions assures that an individual will not be considered unqualified simply because of inability to perform marginal or incidental job functions...
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Substantially Limited in Working
A class of jobs may be determined by reference to the nature of the work that an individual is limited in performing (such as commercial truck driving, assembly line jobs, food service jobs...
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3.6 Who Is Entitled to a Reasonable Accommodation?
entitled to a reasonable accommodation if s/he: meets the ADA definition of "a qualified individual with a disability" (meets all prerequisites for performing the essential functions of a job...
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1630.2(j)(3)(I)
(I) The term substantially limits means significantly restricted in the ability to perform either a class of jobs or a broad range of jobs in various classes as compared to the average person...
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Reasonable Accommodations
A reasonable accommodation is any modification or adjustment to a job, the job application process, or the work environment that will enable a qualified applicant or employee with a disability...
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8. Providing Qualified Readers
to perform job tasks just as effectively....
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§8.10(c)(4)
(4) Job assignments, job classifications, organizational structures, position descriptions, lines of progression, and seniority lists;...
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§1607.4 Information on impact.
Greater differences in selection rate may not constitute adverse impact where the differences are based on small numbers and are not statistically significant, or where special recruiting...
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Section 1630.10(a)—In General
do the job....