Job Applicants
Search Results "Pre-employment"
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Job Applicants
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2. May an employer ask a job applicant whether he has or had a hearing impairment or about his treatment related to any hearing impairment prior to making a job offer?
May an employer ask a job applicant whether he has or had a hearing impairment or about his treatment related to any hearing impairment prior to making a job offer? No....
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4. May an employer ask questions about an obvious hearing impairment, or ask follow-up questions if an applicant discloses a non-obvious hearing impairment?
An employer generally may not ask an applicant about obvious impairments....
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Employment Practices Regulated by Title I of the ADA
Employment Practices Regulated by Title I of the ADA Employers cannot discriminate against people with disabilities in regard to any employment practices or terms, conditions, and privileges...
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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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Can an Employer Require Medical Examinations or Ask Questions About a Disability?
Can an Employer Require Medical Examinations or Ask Questions About a Disability?...
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Physical agility tests
Such a test would not be subject to the prohibition against pre-employment medical examinations if given to all similarly situated applicants or employees, regardless of disability....
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8. Q: May an applicant be asked prior to a conditional job offer whether he or she has ever used illegal drugs or been arrested for any reason?
However, a law enforcement agency may not ask at the pre-offer stage about the frequency of past illegal drug use or whether the applicant has ever been addicted to drugs or undergone treatment...
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V. NONDISCRIMINATION IN THE HIRING PROCESS: RECRUITMENT; APPLICATIONS; PRE-EMPLOYMENT INQUIRIES; TESTING
NONDISCRIMINATION IN THE HIRING PROCESS: RECRUITMENT; APPLICATIONS; PRE-EMPLOYMENT INQUIRIES; TESTING This chapter discusses nondiscrimination requirements that apply to recruitment and...
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5.1 Overview of Legal Obligations
5.1 Overview of Legal Obligations An employer must provide an equal opportunity for an individual with a disability to participate in the job application process and to be considered...
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5.5 Pre-Employment Inquiries
5.5 Pre-Employment Inquiries The ADA Prohibits Any Pre-Employment Inquiries About a Disability....
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1. Before making a job offer
At this stage, an employer: may ask questions about an applicant's ability to perform specific job functions; may not make an inquiry about a disability; may make...
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2. After making a conditional job offer and before an individual starts work
After making a conditional job offer and before an individual starts work At this stage, an employer may conduct a medical examination or ask health-related questions, providing that...
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5.5(a) Basic Requirements Regarding Pre-Offer Inquiries
5.5(a) Basic Requirements Regarding Pre-Offer Inquiries An employer may not make any pre-employment inquiry about a disability, or about the nature or severity of a disability:...
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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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5.5(c) Exception for Federal Contractors Covered by Section 503 of the Rehabilitation Act and Other Federal Programs Requiring Identification of Disability
covered by the affirmative action requirements of Section 503 of the Rehabilitation Act may invite individuals with disabilities to identify themselves on a job application form or by other pre-employment...
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5.5(d) Information that May Be Requested on Application Forms or in Interviews
An employer may ask questions to determine whether an applicant can perform specific job functions....
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Inquiries Related to Ability to Perform Job Functions and Accommodations
For example: An employer might require all applicants for a telemarketing job to demonstrate selling ability by taking a simulated telephone sales test, but could not require that a person...
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Accommodations for Interviews
Accommodations for Interviews The employer must provide an accommodation, if needed, to enable an applicant to have equal opportunity in the interview process....
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2. Accommodation in testing
The employer also may require that documentation of the need for accommodation accompany such a request....
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Some Examples of Alternative Test Formats and Accommodations
test in a separate room, if a group test setting is not relevant to the job itself; Where it is not possible to test an individual with a disability in an alternative format, an employer...
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9. Q: Can I disqualify all applicants with felony convictions even though a former addict with a felony drug conviction would be excluded?
A: Yes, as long as you can show that the exclusion is job-related and consistent with business necessity.
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Pre-Employment, Pre-Offer
Pre-Employment, Pre-Offer An employer may not require a job applicant to take a medical examination, to respond to medical inquiries or to provide information about workers' compensation...
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Pre-Employment, Post-Offer
Pre-Employment, Post-Offer An employer may condition a job offer on the satisfactory result of a post-offer medical examination or medical inquiry if this is required of all entering...