Do You Know How to Interview a Disabled Person? There’s more to it than you think.
You’re probably going to face this situation, sooner or later.
As disabled individuals increasingly enter the workplace, you’ll
need to know what questions and statements are legally
acceptable. Otherwise, you could face a major problem, because
inappropriate comments and questions may prove costly to you and
your business.
Did you know that the Americans with Disabilities Act (ADA)
specifies interview guidelines and specifically states which
terms can be used and which should be avoided? It’s a fact. And
it’s the law.
Do: • Explain the responsibilities of the position • Ask about
education, work experience, skills, licenses or certificates
relevant to the position • Provide reasonable accommodations
during the interview, if requested by the applicant • Ask to
demonstrate ability or skill only if everyone interviewed for
the opportunity is being asked to do so
Don’t: • Use terms or statements like “handicap” or “confined to
a wheelchair” • Ask about a need for leave or attendance
problems because of a disability • Make assumptions about
limitations • Lessen expectations or standards • Ask
specifically about a disability, such as how an individual
became disabled • Ask about medications
Want to learn more? Become knowledgeable and don’t open your
company up to an accusation of disability discrimination.
G.Neil’s Americans with Disabilities Act Kit gives you
step-by-step compliance that’s simple, quick and affordable. It
also has all the documentation forms you’ll need to do it right
the first time – and every time!
E-newsletterMay 2005www.gneil.com
