EMPLOYMENT CHECKLIST FOR
HIRING PERSONS WITH DISABILITIES
Do learn where to find and recruit people with
disabilities.
Don't assume that persons with disabilities do
not want to work.
Don't assume that alcoholism
and drug abuse are not real disabilities, or
that recovering drug abusers are not covered by
the ADA.
Do learn how to communicate with people who have
disabilities.
Don't ask if a person has a
disability during an employment interview.
Don't assume that certain jobs are more suited
to persons with disabilities.
Do ensure that your applications and other
company forms do not ask disability-related
questions and that they are in formats that are
accessible to all persons with disabilities.
Don't hire a person with a disability if that
person is at significant risk of substantial
harm to the health and safety of the public and
there is no reasonable accommodation to reduce
the risk or harm.
Don't hire a person with a
disability who is not qualified to perform the
essential functions of the job even with a
reasonable accommodation.
Don't assume that you have to
retain an unqualified employee with a
disability.
Do consider having written job descriptions that
identify the essential functions of each job.
Don't assume that your
current management will need special training to
learn how to work with people with disabilities.
Do ensure that requirements for medical
examinations comply with the Americans with
Disabilities Act (ADA.)
Don't assume that the cost of accident insurance
will increase as a result of hiring a person
with a disability.
Do relax and make the applicant feel
comfortable.
Don't assume that the work environment will be
unsafe if an employee has a disability.
Do provide reasonable accommodations that the
qualified applicant will need to compete for the
job.
Don't assume that reasonable accommodations are
expensive.
Do treat an individual with a disability the
same way you would treat any applicant or
employee -- with dignity and respect.
Don't speculate or try to imagine how you would
perform a specific job if you had the
applicant's disability.
Do know that among those protected by the ADA
are qualified individuals who have AIDS, cancer,
who are mentally retarded, traumatically
brain-injured, deaf, blind and learning
disabled.
Don't assume that you don't have any jobs that a
person with a disability can do.
Do understand that access includes not only
environmental access but also making forms
accessible to people with visual or cognitive
disabilities and making alarms and signals
accessible to people with hearing disabilities.
Don't assume that your work place is accessible.
Do develop procedures for maintaining and
protecting confidential medical records.
Don't make medical judgments.
Do train supervisors on making reasonable
accommodations.
Don't assume that a person with a disability
can't do a job due to apparent or non-apparent
disabilities.
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