(b) Employment entrance examination....
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§1630.14(b) Employment entrance examination
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Master Strategy and the Retooling of the ADA
The goal had to be equal opportunity.12 That required modifying policies, providing services, and breaking down barriers: “reasonable accommodations”.13 In other words, it was not enough...
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12112(d) Medical Examinations and Inquiries
(d) Medical Examinations and Inquiries.--
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Depression, PTSD, & Other Mental Health Conditions in the Workplace: Your Legal Rights
If you have depression, post-traumatic stress disorder (PTSD), or another mental health condition, you are protected against discrimination and harassment at work because of your...
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12112(d) Medical examinations and inquiries
(d) Medical examinations and inquiries
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Information from Medical Inquiries May Not be Used to Discriminate
Information from Medical Inquiries May Not be Used to Discriminate An employer may not use information obtained from an employee medical examination or inquiry to discriminate against...
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Pre-employment Inquiries and Medical Examinations
Pre-employment Inquiries and Medical Examinations An employer may not ask a job applicant about the existence, nature, or severity of a disability....
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7.11 Contractual or Other Relationships
7.11 Contractual or Other Relationships An employer may not do anything through a contractual relationship that it cannot do directly....
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14. Q: May a police department wait to conduct a background check on applicants until after the information from the medical exam has been reviewed -- which is after a conditional offer of employment has been made?
In general, a job offer is not viewed as "bona fide" under the ADA, unless an employer has evaluated all relevant non-medical information which, from a practical and legal perspective, could...
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2.1.2 Standards
The International Electrotechnical Commission (IEC) has developed pertinent standards for "Magnetic field strength in audio-frequency induction loops for hearing aid purposes" (IEC, 118‒...
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Some Examples of Questions that May Not be Asked on Application Forms or in Job Interviews
(Pre-employment questions about illness may not be asked, because they may reveal the existence of a disability....
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Section 1630.15 Defenses
However, it is intended to inform employers of some of the potential defenses available to a charge of discrimination under the ADA and this part....
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SEC. 107. ENFORCEMENT. 42 USC 12117
SEC. 107. ENFORCEMENT. 42 USC 12117.
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1630.7 Standards, criteria, or methods of administration
1630.7 Standards, criteria, or methods of administration. It is unlawful for a covered entity to use standards, criteria, or methods of administration, which are not job-related...
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Job Applicants
Job Applicants
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12114(d) Drug Testing
(d) Drug Testing. --
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§104.11(b)(5)
(5) Leaves of absense, sick leave, or any other leave;
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Sec. 12117. Enforcement. [Section 107]
[See subsections ...]
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12114(d) Drug testing
(d) Drug testing
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§1630.7 Standards, criteria, or methods of administration.
It is unlawful for a covered entity to use standards, criteria, or methods of administration, which are not job-related and consistent with business necessity, and:
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§1630.4(a)(1)(iii)
(iii) Rates of pay or any other form of compensation and changes in compensation;
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12113(c) Qualification standards and tests related to uncorrected vision
.— Notwithstanding section 12102(4)(E)(ii), a covered entity shall not use qualification standards, employment tests, or other selection criteria based on an individual’s uncorrected vision...
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1. If a test screens out or tends to screen out an individual with a disability or a class of such individuals on the basis of disability, it must be job-related and consistent with business necessity
An employer is only required to show that a test is job-related and consistent with business necessity if it screens out a person with a disability because of the disability....
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2. Am I allowed to keep my condition private?
After it has made you a job offer, but before employment begins, as long as everyone entering the same job category is asked the same questions....