An employer generally may not ask an applicant about obvious impairments....
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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?
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Introduction
INTRODUCTION The Equal Employment Opportunity Commission (EEOC) is issuing this Technical Assistance Manual as part of an active technical assistance program to help employers, other...
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3.4 Some Basic Principles of Reasonable Accommodation
An employer is not required to provide an accommodation that is primarily for personal use....
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II-3.7100 Contracting
A public entity may not discriminate on the basis of disability in contracting for the purchase of goods and services....
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APPENDIX RESOURCES FOR LOCATING REASONABLE ACCOMMODATIONS
Equal Employment Opportunity Commission 1-800-669-3362 (Voice) 1-800-800-3302 (TT) The EEOC's Publication Center has many free documents on the Title I employment provisions of the...
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Physical and Mental Qualification Standards
Physical and Mental Qualification Standards An employer may establish physical or mental qualifications that are necessary to perform specific jobs (for example, jobs in the transportation...
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§35.170 Complaints
§35.170 Complaints Section 35.170 provides that any individual who believes that he or she or a specific class of individuals has been subjected to discrimination on the basis of disability...
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X. ENFORCEMENT PROVISIONS
X. ENFORCEMENT PROVISIONS
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§104.14 Preemployment inquiries.
[See subsections ...]
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§104.4(b)(1)(v)
(v) Aid or perpetuate discrimination against a qualified handicapped person by providing significant assistance to an agency, organization, or person that discriminates on the basis of handicap...
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The Shameful Wall
Once again, we rejoice as this barrier falls, proclaiming together we will not accept, we will not excuse, we will not tolerate discrimination in America. . . ....
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Employment Today - Chapter 4 - Accessible Interviews
Employment Today - Chapter 4 - Accessible Interviews (by the California Department of Rehabilitation)...
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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
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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Put Your Abilities to Work: A Student's Guide to the Workforce Recruitment Program. Hosted by Lauren Karas
Learn about the Workforce Recruitment Program (WRP) and how it can be an employment resource for you!...
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Put Your Abilities to Work: A Student's Guide to the Workforce Recruitment Program. Hosted by Patrick Cokley
Learn about the Workforce Recruitment Program (WRP) and how it can be an employment resource for you!...
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12101(a)(1)
disabilities in no way diminish a person's right to fully participate in all aspects of society, yet many people with physical or mental disabilities have been precluded from doing so because of discrimination...
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9. What Kind of Documentation Would Be Helpful?
Employers may require documentation that establishes how your client's condition limits job performance, and how an accommodation would help to overcome the limitations. ...
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§8.52 Remedial and affirmative action.
[See subsections ...]
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Sec. 12143. Paratransit as a complement to fixed route service. [Section 223]
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§ 36.301 Eligibility criteria.
[See subsections ...]
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Sec.36.301 Eligibility criteria
Sec.36.301 Eligibility criteria.
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III-4.1000 Eligibility criteria
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Section 36.301 Eligibility Criteria (Section-By-Section Analysis and Response to Comments)
Section 36.301 Eligibility Criteria (Section-By-Section Analysis and Response to Comments) Section 36.301 of the rule prohibits the imposition or application of eligibility...
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IX. Complaints
Any individual who believes that he or she is a victim of discrimination prohibited by the regulation may file a complaint....
