ADA-Compliant Recruiting

____ 1. Advertising Employment Opportunities

____ a. Job announcements, advertisements and other recruitment notices may include information on the essential functions of a job.

____ b. Advertisements and notices may include a statement such as: "We are an Equal Opportunity Employer. We do not discriminate on the basis of race, religion, color, sex, age, national origin or disability."

____ c. Job information should be available in a location that is accessible to persons with mobility impairment.

____ d. If a job advertisement provides only a telephone number to call for information, a TDD number should be included unless a telephone relay service has been established.

____ e. Printed job information in an employment office or on employee bulletin boards should be made available, as needed, to persons with visual or other reading impairments.

____ f. Preparing job information in large print will help make it available to persons with visual impairments.

____ g. Job information recorded on a cassette or read to applicants will help make it available to applicants with more severe vision impairment and those with disabilities that limit reading ability.

____ h. [Organization Name] does not have to provide written information in various formats in advance, but should make it available in an accessible format on request.

____ i. Advertising through a local job service may avoid claims that an advertisement discriminated against persons with visual disabilities because it was only placed in print.

____ 2. Recruitment

____ a. Special activities to recruit persons with disabilities are not required.

____ b. Recruitment activities on college campuses, at job fairs and in other locations must be physically accessible and accessible to persons with visual, hearing and other disabilities.

____ 3. Job Application Forms

____ a. Reviewing job application forms should be among [Organization Name]'s highest priorities.

____ b. Never ask whether an applicant has been treated for conditions like diabetes, heart disease or high blood pressure.

____ c. Never ask an applicant to list conditions or diseases for which he or she has been treated in the past three years.

____ d. Never ask whether an applicant has ever been hospitalized or for what condition.

____ e. Never ask whether an applicant has been treated by a psychiatrist or psychologist or for what condition.

____ f. Never ask whether an applicant has been treated for any mental condition.

____ g. Never ask whether there are any health-related reasons that would prevent an applicant from performing the job for which he or she is applying.

____ h. Never ask whether an applicant has had a major illness in the last five years.

____ i. Never ask how many days an applicant was absent from work because of illness in the last year.

____ j. Never ask whether an applicant has any physical defects that preclude him or her from performing certain kinds of work or to describe the defects and specific work limitations.

____ k. Never ask whether an applicant is taking any prescribed drugs.

____ l. Never ask whether an applicant has ever been treated for drug addiction or alcoholism.

____ m. Never ask whether an applicant has ever filed for workers' compensation.

____ n. Federal contractors and subcontractors may invite individuals with disabilities to identify themselves on a job application form to satisfy the affirmative action requirements of Section 503 of the Rehabilitation Act.

____ o. State what the attendance requirements are and ask whether the applicant can meet them.

____ p. Job applications may inquire about a disability if it is required or necessitated by another federal law or regulation.

____ q. Describe specific job functions or attach a job description to the application form with the functions and then ask whether the applicant can perform these functions.

____ r. Ask the applicant about his or her ability to perform specific job functions, with or without reasonable accommodation.

____ s. Ask the applicant how he or she would perform specific tasks and what accommodation(s) would be necessary.

____ t. Inform applicants on an application form that they may request any needed accommodation to participate in the application process.

____ u. Provide information on the application form and in the employment office about specific aspects of the job application process so that applicants may request any needed accommodation.

____ v. Be prepared to make reasonable accommodations to enable an applicant with a disability to apply for a job.

____ w. Be prepared to help persons with visual or learning disabilities or other mental disabilities fill out application forms.