Accommodating people with hidden disabilities

According to the EEOC, if an employer invites applicants to voluntarily self-identify in connection with providing affirmative action, the employer must state clearly that the information requested is used solely for affirmative action purposes, that it is being requested on a voluntary basis, that it will be kept confidential in accordance with the ADA, that refusal to provide it will not subject the applicant to any adverse treatment, and that it will be used only in accordance with the ADA. Department of Labor, Office of Disability Employment Policy, qualified applicants with disabilities can be located through various resources, including Vocational Rehabilitation (VR).

For example, information about jobs should be available in a location that is accessible to people with mobility impairments.

If a job advertisement provides only a telephone number to call for information, a TDD (telecommunication device for the deaf) number should be included, unless a telephone relay service has been established.

For example, employers cannot ask whether an applicant has a physical or mental impairment, has received workers compensation, or was ever addicted to illegal drugs.

For more examples, visit Pre-Offer, Disability-Related Questions: Dos and Don'ts at

However, the EEOC advises employers to include information about the essential functions of the job in job announcements, advertisements, and other recruitment notices because specific information about essential functions will attract applicants, including individuals with disabilities, who have appropriate qualifications.

Last modified 28-Nov-2015 21:57