|
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.
|