The U.S. Equal Employment Opportunity Commission (EEOC) has published four revised documents on protection against disability discrimination. These new resources address how the Americans with Disabilities Act (ADA) applies to job applicants and employees with cancer, diabetes, epilepsy, and intellectual disabilities. The documents cover questions like:
- May employers ask applicants if they have a disability or about their medical treatment before making a job offer?
- Does the ADA require applicants to disclose their disability before accepting a job offer?
- When may employers ask an employee whether their disability or medical condition is causing performance problems?
- May employers ask for documentation when an employee with a disability requests a reasonable accommodation?
The documents are part of the EEOC’s “Disability Discrimination, The Question and Answer Series”, which also includes “Deafness and Hearing Impairments in the Workplace and the Americans with Disabilities Act”, and “Blindness and Vision Impairments in the Workplace and the ADA”.
While the documents are focused on specific disabilities, most of the information is general enough that it is easy to see how it would apply to any job seeker or employee with a disability.
Information courtesy of the White House and the Equal Employment Opportunity Commission (EEOC)