Employment Checklist For Hiring Persons
With Disabilities Practical Suggestions
- Do learn where to find and recruit people with disabilities.
- Do learn how to communicate with people who have 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.
- Do consider having written job descriptions that identify the essential functions
of the job.
- Do ensure that requirements for medical examinations comply with the Americans
with Disabilities Act (ADA).
- Do relax and make the applicant feel comfortable.
- Do provide reasonable accommodations that the qualified applicant will need to
compete for the job.
- Do treat an individual with a disability the same way you would treat any
applicant or employee with dignity and respect.
- 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
- Do understand that access includes not only environmental access, but also making
forms accessible to people with visual or cognitive disabilities and making alarms/signals
accessible to people with hearing disabilities.
- Do develop procedures for maintaining and protecting confidential medical
records. Do train supervisors on making reasonable accommodations.
- Don't assume that persons with disabilities are unemployable.
- Don't assume that persons with disabilities lack the necessary education and
training for employment.
- 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.
- 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
- Don't hire a person with a disability if that person is a significant risk of
substantial harm to the health or safety of the public and there is no reasonable
accommodation to reduce the risk or the 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
- Don't assume that your current management will need special training to learn how
to work with people with disabilities.
- Don't assume that the cost of accident insurance will increase as a result of
hiring a person with a disability.
- Don't assume that the work environment will be unsafe if an employee has a
- Don't assume that reasonable accommodations are expensive.
- Don't speculate or try to imagine how you would perform a specific job if you had
the applicant's disability.
- Don't assume that you don't have any jobs that a person with a disability can
- Don't make medical judgements.
- Don't assume that a person with a disability can't do a job due to apparent and
- Don't assume that your workplace is accessible.
How Do I Know If My Worksite Is Accessible?
The following are some questions to keep in mind when determining physical
- Are there designated parking spaces for persons with disabilities that are close to the
entrance of the worksite?
- Is there a pathway without abrupt level changes or steps that leads from the parking
area to the entrance?
- If ramps are used to provide access, are they appropriately graded and are handrails
- Are the doors wide enough (36 inches) for people using wheelchairs? Are they easy to
open (e.g., not excessively heavy, with easily grasped handles, or automatic)?
- Is the personnel office in an accessible location?
- Are pathways to the bathroom, water fountain, and public telephone accessible? Can
people with disabilities use them?
- Are elevators accessible to all persons with disabilities (e.g., control panels lower
than 54 inches from the floor, raised symbols or numbers on the control panels)?
- Is all signage appropriate and accessible for persons with visual, learning, and
cognitive disabilities (including the use of symbols and graphics)?
- Does the emergency warning system include both audible and visual alarms?
Where Can I Obtain Additional Information?
President's Committee on Employment of People with Disabilities
(202) 376-6200 (VOICE), (202) 376-6205 (TTY/TTD), (202) 376-6219 (FAX)
President's Committee's on Employment of People with Disabilities' Job Accommodation Network (JAN)
(800) 526-7234 (VOICE/TTY/TTD), (304) 293-5407 (FAX)
Disability and Business Technical Assistance Centers (DBTACs)
(800) 949-4232 (VOICE/TTY/TTD), (703) 525-6835 (FAX)
Access Board (VOICE) (800)
872-2253, (202) 272-5449 or (800) 993-2822 (TTY/TTD), (202) 272-5447 (FAX)